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A good teacher management mechanism can enable universities to better adapt to social development. In the fierce competition, we are invincible. Therefore, the trachers shouldbe based on the core competitiveness of University Teaching. It is of great significance to study the innovation strategy of human resource management and enhance it. The quality and efficiency of teacher human resource management should be enhanced by management innovation strategy through the comprehensive competitive strength of universities of the current situation of University Teachers' human resources management. The concept of human resources management of teachers is relatively backward. Teaching at present in major universities. In terms of human resources management, there is a general problem of backward management. To a large extent, the implementation of talent management is based on the idea of planned economy. A lot of colleges and Universities dose not even put human resource management into the strategic management objective. 1. The importance of teachers' talent management is lack of understanding of teachers' human resources management In cognition, colleges and universities only regard the shortage of funds as a factor hindering the development of schools. Teachers' backward human resources management is the key factor restricting the development of colleges and universities. The standard of teacher human resource management system is poor. Some colleges and universities do not have needles. To formulate a matching management mechanism, it is effective for management mode and way to teachers' human resources management. The path can not adapt to the educational situation and the development of the times. It has not carried out long-term and effective regulations. The positions and institutions are not standardized enough to reduce the efficiency of the establishment management. In addition to, institutions in the university are too bloated, with the utilization and allocation of teachers' human resources are not compatible. Universities has the trace to lack professional academic leaders and researchers. There is a clear shortage of teaching staff and young and middle-aged teachers. The core competitiveness of universities is relatively low, while the number of teachers is not enough. The incompatibility between the industry and its own strength also causes the pressure of teachers' work, which has an impact on the academic discipline. 2018 1st International Conference on Education, Art, Management and Social Sciences (EAMSS 2018) Published by CSP © 2018 the Authors DOI: 10.23977/eamss.2018.012 63 2. Teachers' human resources management mechanism needs to be improved With the growth of education, the promotion of Sino foreign joint education has become a notable feature in the development of higher education in China. Chinese colleges and universities should not only work together but also dance with wolves, and the competition is becoming increasingly fierce. In the mobile and fiercely talented competition, we will strive for better survival and development. Human resources are the core elements of university core competitiveness. Core competitiveness is the term which is known as core competence, is the theory of strategic management. As an important branch, it was proposed by American management expert harharad and Hamel in 1990.We should cultivate high-quality innovative talents and make use of the comprehensive resources advantages of all aspects of the school for the economy. The development of social sciences contributes to the ability of schools to gain strong competitive advantages. nucleus. It is the institutional guarantee to play its role. Under the established external management system, human factors are the core of University competitiveness which is the direct guarantee factor. With the development of management science and education science, human resource development is becoming more and more important. It is the focus of competition among universities. The core competitiveness of universities is teachers' team competition, which has a high level of teaching staff and its advanced management system ,can get it. They are the carriers of knowledge production and application which are the direct undertakers of teaching and scientific research activities. Development and management of human resource is considered as a basic point in the development strategy of colleges and universities. The high quality teaching staff does not know enough about the importance of school development. Some colleges and universities manpower resource. Source managers only attach importance to traditional personnel work, and lack of new theory of human resource management. If the universities want to be serious, the importance of attracting talents and gathering talents should create a good working and living environment. Environment has not yet reached a consensus, even the introduction of talents hinders the stability of talents in schools. At the same time, the phenomenon is high-level talents, especially young and middle-aged teachers and scientific research backbone still occupy the main part. The shortage of surgical leaders is more common. that some new professional and publics are basic course teachers whose overload of teachers make it difficult for teachers to adapt to professional adjustment. Labor and personnel management is not a modern human resource management in the true sense. Personnel system reform is not matched with the measures the assessment whose methods are lagging behind, and there is no effective incentive mechanism. The idea of equalitarianism has not yet been eradicated and the law of competition has not been effectively introduced. The incentive mechanism linking income to employees' actual performance has not really played a role. Human resources tourism is to enhance core competitiveness in colleges and Universities. We must adhere to the "people-oriented" concept of human resources development through the human resource management system. And the innovation of the operational mechanism formulates reasonable and effective planning and management of human resources development to suit the needs. Requirements for the scientific are standardized democratization of human resources whose development and management in Colleges and universities should raise the core competitiveness of schools. Knowledge work of a level of teaching staff includes information collection, creativity and experiment. Now, as well as the unification of new knowledge and huge system, the essence of it means that the boss can't be a digger or workers in the pipeline commanding knowledge workers in that way. Strengthening humanistic management. To implement the concept of flexible management centered on people, we must change the management staff.

Exploration of the Innovation of Human Resources Management in University from the Perspective of Core Competitiveness