基于AHP-GRA的湖北省科技创新人才开发评价研究
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摘要
科技创新人才是推动经济社会发展的核心资源,是提升一个区域乃至一个国家核心竞争力的关键所在.以科技创新人才开发为核心,从人才可持续发展的视角,建立一套衡量湖北省科技创新人才开发水平的评价指标体系,同时结合层次分析法(AHP)和灰色关联分析法(GRA)构建评价模型,对湖北省科技创新人才开发水平及发展态势进行实证分析,探索提高湖北省科技创新人才开发水平的对策建议,为湖北省制定科技人才开发战略以及加强科技人才队伍建设提供决策参考.
The innovation talent of science and technology is the core element of economic and social development,and is essential to promote a regional and a country's core competitiveness.From the perspective of sustainable development of talent,this paper takes the innovation talents development as the core,and establishes a set of index system of measuring the development level of innovation talents of science and technology in Hubei province.At the same time,combining the analytic hierarchy process(AHP) and grey relation analysis(GRA),this paper establishes a model to evaluate the development level and trend of innovation talents of science and technology in Hubei province,explores the countermeasures and suggestions to improve the development level of innovation talents of science and technology,and provides decision-making reference for making development strategy and strengthening team construction of innovation talents of science and technology in Hubei province.
The innovation talent of science and technology is the core element of economic and social development,and is essential to promote a regional and a country's core competitiveness.From the perspective of sustainable development of talent,this paper takes the innovation talents development as the core,and establishes a set of index system of measuring the development level of innovation talents of science and technology in Hubei province.At the same time,combining the analytic hierarchy process(AHP) and grey relation analysis(GRA),this paper establishes a model to evaluate the development level and trend of innovation talents of science and technology in Hubei province,explores the countermeasures and suggestions to improve the development level of innovation talents of science and technology,and provides decision-making reference for making development strategy and strengthening team construction of innovation talents of science and technology in Hubei province.
引文
[1]胡锦涛.在中国科学院第十三次院士大会和中国工程院第八次院士大会上的讲话[EB/OL].http://zqb.cyol.com/content/2006-06/06/content_1407776.htm,2006-06-05.
[2]Staffolani S,Valentini E.Bequest taxation and efficient allocation of talents[J].Economic Modeling,2007,(24):648-672.
[3]Shee D Y,Wang Y.Multi-criteria evaluation of the web-based e-learning system:A methodology based on learner satisfaction and its applications[J].Computers&Education,2008,(50):894-905.
[4]Kerr M P,Knott D S,Moss M A.Assessing the value of human factors initiatives[J].Applied Ergonomics,2008,(39):305-315.
[5]Lubart T I,Georgsdotti A S.Creativity,haut potential et talent Creativity,giftedness and talent[J].Psychology Francaise,2004,(49):277-291.
[6]Ying-Chyi Choua,Ying-Ying Hsub.Human resources for science and technology Analyzing competitiveness using the analytic hierarchy process[J].European Management Journal,2004,(4):422-430.
[7]Randall,Sunil J.HR competencies and their relationship to organizational practices[J].Performance Improvement,2006,45(5):32-43.
[8]Hart D M.Managing the global talent pool:Sovereignty,treaty,and intergovernmental networks[J].Technology in Society,2006,(28):421-434.
[9]Colling D.Global talent management[J].Journal of World Business,2008,(43):128-129.
[10]Anderson J,Hong L.Sensor Resource Management driven by threat projection and priorities[J].Information Sciences,2008,178:2007-2021.
[11]Rynes S L,Gerhart B,Minette K A.The importance of pay in employee motivation:discrepancies between what people say and what they Do[J].Human Resource Management,2004,43(4):381-394.
[12]Adobor H.The role of personal relationships in inter-firm alliances:Benefits,dysfunctions,and some suggestions[J].Business Horizons,2006(49):473-486.
[13]国家体改经济体制改革研究院,中国人民大学,综合开发研究院联合研究组.中国国际竞争力发展报告(2001.)[R].北京:中国人民大学出版社,2002:144-146.
[14]刘保民河南省科技人才开发与评价研究[D].天津大学,2008.
[15]沈玮.河北省科技人才开发评价指标体系研究[D].河北工业大学,2007.
[16]陈芳.山东省科技人才开发评价研究[D].中国海洋大学,2013.
[17]赵伟,林芬芬,彭洁等.创新型科技人才评价理论模型的构建[J].科技管理研究,2012,(24):131-135.
[18]肖正斌,朱善定,张小菁.湖南省创新型科技人才绩效评价研究[J].科技管理研究,201 1,(22):48-51.
[19]Satty T L,Vargas L G.Uncertainty and rank order in the analytic hierarchy process[J].European Journal of Operational Research,1987,32(1):107-117.
[20]Deng J L.Control problems of gray systems[J].Systems&Control Letters,1982,1(5):288-294.
[2]Staffolani S,Valentini E.Bequest taxation and efficient allocation of talents[J].Economic Modeling,2007,(24):648-672.
[3]Shee D Y,Wang Y.Multi-criteria evaluation of the web-based e-learning system:A methodology based on learner satisfaction and its applications[J].Computers&Education,2008,(50):894-905.
[4]Kerr M P,Knott D S,Moss M A.Assessing the value of human factors initiatives[J].Applied Ergonomics,2008,(39):305-315.
[5]Lubart T I,Georgsdotti A S.Creativity,haut potential et talent Creativity,giftedness and talent[J].Psychology Francaise,2004,(49):277-291.
[6]Ying-Chyi Choua,Ying-Ying Hsub.Human resources for science and technology Analyzing competitiveness using the analytic hierarchy process[J].European Management Journal,2004,(4):422-430.
[7]Randall,Sunil J.HR competencies and their relationship to organizational practices[J].Performance Improvement,2006,45(5):32-43.
[8]Hart D M.Managing the global talent pool:Sovereignty,treaty,and intergovernmental networks[J].Technology in Society,2006,(28):421-434.
[9]Colling D.Global talent management[J].Journal of World Business,2008,(43):128-129.
[10]Anderson J,Hong L.Sensor Resource Management driven by threat projection and priorities[J].Information Sciences,2008,178:2007-2021.
[11]Rynes S L,Gerhart B,Minette K A.The importance of pay in employee motivation:discrepancies between what people say and what they Do[J].Human Resource Management,2004,43(4):381-394.
[12]Adobor H.The role of personal relationships in inter-firm alliances:Benefits,dysfunctions,and some suggestions[J].Business Horizons,2006(49):473-486.
[13]国家体改经济体制改革研究院,中国人民大学,综合开发研究院联合研究组.中国国际竞争力发展报告(2001.)[R].北京:中国人民大学出版社,2002:144-146.
[14]刘保民河南省科技人才开发与评价研究[D].天津大学,2008.
[15]沈玮.河北省科技人才开发评价指标体系研究[D].河北工业大学,2007.
[16]陈芳.山东省科技人才开发评价研究[D].中国海洋大学,2013.
[17]赵伟,林芬芬,彭洁等.创新型科技人才评价理论模型的构建[J].科技管理研究,2012,(24):131-135.
[18]肖正斌,朱善定,张小菁.湖南省创新型科技人才绩效评价研究[J].科技管理研究,201 1,(22):48-51.
[19]Satty T L,Vargas L G.Uncertainty and rank order in the analytic hierarchy process[J].European Journal of Operational Research,1987,32(1):107-117.
[20]Deng J L.Control problems of gray systems[J].Systems&Control Letters,1982,1(5):288-294.
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