我国创新人才开发及其政策工具研究
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摘要
随着知识经济时代的到来,各国之间竞争和争夺的目标由传统意义上的资源、资本,转向一种新型的资源——创新型人才。由于发达国家具备较深厚的经济基础、制定了灵活优惠的政策,能为人才提供丰厚的待遇和良好的科研环境,因此在这场没有销烟的争夺战中,一直占据着主动地位。在现阶段,我国作为一个发展中国家,如果单纯靠提供优惠待遇来吸引和开发世界范围内的人才,显然不能与发达国家相比,因而也是不切实际的。但是这并不意味着我国没有人才竞争的机会,因为人才资源有其独特的特点,它是可再生、可开发的,所以我国要拥有更多的创新型人才就必须努力制定出科学、合理的创新型人才开发政策。
本文主要阐述了创新人才、创新人才开发、政策工具等有关理论,并建立了创新人才开发现状评价模型、政策工具的选择系统模型。在归纳、总结创新人才开发政策工具相关理论的基础之上,从创新人才引进政策、创新人才培养政策、创新人才奖励政策等三个方面来归纳、分析我国现有政策工具的问题,并结合政策工具的选择系统模型提出政策工具的改善建议。
最后在前五章研究成果的基础上,本文又结合天津市目前的创新人才开发状况进行实证研究,从天津市创新人才开发现状和已有政策工具的问题两个方面来进行实证分析和检验,并针对分析出来的问题,提出了一些建设性的建议和对策。
With the coming of knowledge economy time, the goal of the competition and contention among every country are not the traditional resources, capital, but is a new kind of resource -creative talents. Because developed countries have relatively strong economic base, making flexible and preferential talented person policies, providing good treatment and a good research environment. Consequently if our country wants to occupy an active position in this talent contesting war that without smoke. At this stage, China as a developing country, if she simply by offering preferential treatment to attract and develop talents in the world, obviously can not overtake the developed countries, and it is also unrealistic. However, this does not mean that there is no chance for China to get the competition ability about talent. Because human resources have its own unique characteristics, it is renewable, can be developed, so if China wants to have more creative talent, the government must institute many scientific and rational creative talents development policies.
This article summarized the theories about the creative talent, talent development, creative talent development and policy instruments. And the paper established two models: performance evaluation model for creative talent development and the systemic policy instruments choice model. Based on creative theories about creative talent development and policy instruments, the paper analyzed the China's present talent policies through three aspects: creative talents fetching policies, creative talents training policies, creative talents incentive policies. And the paper utilized the choice system of the systemic policy instruments choice model to improve the present policies.
Finally based on the first five chapters' research results, the paper combined Tianjin's current state of creative talents' development to have a research. And the researching by two aspects: Tianjin's actualities about creative talent development and the problems of present policies. Trough the research the paper provided some constructive suggestions and strategies.
本文主要阐述了创新人才、创新人才开发、政策工具等有关理论,并建立了创新人才开发现状评价模型、政策工具的选择系统模型。在归纳、总结创新人才开发政策工具相关理论的基础之上,从创新人才引进政策、创新人才培养政策、创新人才奖励政策等三个方面来归纳、分析我国现有政策工具的问题,并结合政策工具的选择系统模型提出政策工具的改善建议。
最后在前五章研究成果的基础上,本文又结合天津市目前的创新人才开发状况进行实证研究,从天津市创新人才开发现状和已有政策工具的问题两个方面来进行实证分析和检验,并针对分析出来的问题,提出了一些建设性的建议和对策。
With the coming of knowledge economy time, the goal of the competition and contention among every country are not the traditional resources, capital, but is a new kind of resource -creative talents. Because developed countries have relatively strong economic base, making flexible and preferential talented person policies, providing good treatment and a good research environment. Consequently if our country wants to occupy an active position in this talent contesting war that without smoke. At this stage, China as a developing country, if she simply by offering preferential treatment to attract and develop talents in the world, obviously can not overtake the developed countries, and it is also unrealistic. However, this does not mean that there is no chance for China to get the competition ability about talent. Because human resources have its own unique characteristics, it is renewable, can be developed, so if China wants to have more creative talent, the government must institute many scientific and rational creative talents development policies.
This article summarized the theories about the creative talent, talent development, creative talent development and policy instruments. And the paper established two models: performance evaluation model for creative talent development and the systemic policy instruments choice model. Based on creative theories about creative talent development and policy instruments, the paper analyzed the China's present talent policies through three aspects: creative talents fetching policies, creative talents training policies, creative talents incentive policies. And the paper utilized the choice system of the systemic policy instruments choice model to improve the present policies.
Finally based on the first five chapters' research results, the paper combined Tianjin's current state of creative talents' development to have a research. And the researching by two aspects: Tianjin's actualities about creative talent development and the problems of present policies. Trough the research the paper provided some constructive suggestions and strategies.
引文
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[2]王菊梅,创新人才开发机制[J],人才瞭望,2001,(09)
[3]王军,倪筱楠,二十一世纪创新人才的培养与教学改革[J],辽宁行政学院学报,2003,(03)
[4]殷凤春,我国企业自主创新人才开发战略分析[J],武汉工程大学学报,2009,(04)
[5]郑斌斌,人才开发的政策与金融工具研究:[硕士论文],武汉;武汉理工大学, 2006
[6]任丘,创新国家建设中的创新人才开发:[硕士论文],成都;四川大学,2007
[7]Plato,The Republic,Perseus Books Group,Volume 1991,No.2,1991
[8]Fritz Machlup,The Production and Distribution of Knowledge in the United States,Princeton University Press,1962
[9]Robert M.Solow,Technical Change and the Aggregate Production Function,Review of Economics and Statistics,August 1957
[10]詹姆斯?W?鲍特金,金球竞争及对策美国高技术的未来,北京:电子工业出版社,1987
[11]Schultz. T . W,Investment in Human Capital,New York:The Free Press,1971
[12]广东、广西、湖南、河南辞源修订组,商务印书馆编辑部,辞源,商务印书馆,2009
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[14]张鹏,对人才定义的思考及建议[J],人才开发,2000,(04)
[15]张世高,关于人才定义[J],党建与人才,1997,(02)
[16]林春丽,论人才定义与人力资源开发[J],人才开发,2002,(12)
[17]段尔煜,“人才”定义辨析[J],行政人事管理,1999,(05)
[18]杨国祥,尹家明,创新人才内涵及培养理念探析[J],江苏大学学报(高教研究版),2004,(04)
[19]杨茂森,创新型人才的六大特征[J],中国人才,2006,(13)
[20]刘泽双,薛惠锋,创新人才概念内涵述评[J],人才资源开发,2005,(04)
[21]徐恩芹,刘美凤,创新型人才的核心特征[J],人才开发,2005,(09)
[22]蒋伟,创新人才的人格素质培养[J],当代教育科学,2003,(02)
[23]张敏,创新型人才培养环境的实践设计[J],经济与管理研究,2007,(07)
[24]杜谦,宋卫国,科技人才定义及相关统计问题[J],中国科技论坛,2004,(05)
[25]中国科学技术协会调研宣传部,中国科学技术协会发展研究中心,北京:中国科学技术出版社,2008
[26]杜林,知识经济时代企业人力资源管理创新[J],现代商业,2009(02)
[27]陈晓灿,胡娇娥.浅论“创新人才”的培育环境[J].中国农业银行武汉管理干部学院学报, 2000,(06)
[28]王瑞珍,郭志聪.谈谈创新人才的素质及其培养[J].思想教育研究, 2000,(05)
[29]加里?德斯勒,人力资源管理,北京:中国人民大学出版社,2006
[30]陈维政,余凯成,程文文,人力资源管理,北京:高等教育出版社,2002
[31]董克用等,人力资源管理概论,北京:中国人民大学出版社,2009
[32]西奥多?W?舒尔茨,人力资本投资,美国经济年会演讲稿,1979
[33]张雁,严恺,世界科学活动中心转移的历史初探[J],世界科技研究与发展,2003,(02)
[34]涂成银,对知识经济的若干思考[J],时代经贸(下旬刊),2007,(11)
[35]萧鸣政,人力资源开发与管理,北京:北京大学出版社,2009
[36]Leonard & Nadler, Developing Human Resource, Jossey—Bass Inc.,1989,P4
[37]Desimone. R. Winner. J. and Harris, D. Human Resource Development, Thomson Learning,2002,P3
[38]余凯成,陈维政,人力资源开发与管理,北京:企业管理出版社,1997
[39]胡君辰,郑绍濂,人力资源开发与管理,上海:复旦大学出版社,1999
[40]萧鸣政,人力资源开发与管理,北京:北京大学出版社,2009
[41]张和平,人力资源开发的特点和功能,青海民族学院学报,2007,(03)
[42]张德,人力资源开发与管理,北京:清华大学出版社,2007
[43]Richard A. Swanson, Elwood F. Holton, III,Foundations of Human Resource Development,Berrett-Koehler Publishers, 2009
[44]李颖,人力资源开发在知识经济中的作用,技术经济,2003,(05)
[45]魏兰玲,对人力资源开发重要作用的若干思考,宁夏科技,2003,(04)
[46]高春燕,浅议人力资源开发在发展企业文化中的作用,财金贸易,2000,(09)
[47]Thomas N. Garavan, Strategic Human Resource Development, Journal of European Industrial Training,Vol.15 No.1,1991,P17-130
[48]Martin McCracken, Mary Wallace, Exploring Strategic Maturity in HRD-rhetoric, aspiraton or reality, Journal of European Industrial Training,2000, (24/08),P427-437
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[50]王洪英,西安创新人才开发绩效测度研究:[硕士论文],西安,西安理工大学,2004
[51]陆定波,企业创新型人才开发绩效测度研究:[硕士论文],贵阳,贵州大学,2006
[52]刘泽双,薛惠锋,创新人才开发的绩效测度,西安电子科技大学学报:社会科学版,2006,(16/03)
[53]席酉民,汪应洛,决策指标估价方法及权重的探讨[J],系统工程理论与实践,1986,(3)
[54]陈东彦,李冬梅,王树忠,数学建模,北京:科学出版社,2007
[55]杜栋,庞庆华,吴炎,现代综合评价方法与案例精选,北京:清华大学出版社,2008
[56]中国网,中国国情中心人才报告,2009
[57]王菊梅,创新人才开发机制[J],人才瞭望, 2001,(09)
[58]高金浩,白敏植,国外高层次创新型人才开发政策综述[J],河北学刊,2001,(06)
[59]B.Guy Peters and Frans K. M. van Nispen. Public Policy Instruments. Edward Elgar, 1998
[60]B?盖伊?彼得斯,弗兰斯?K?M?冯尼斯潘,公共政策工具:对公共管理工具的评价,北京:中国人民大学出版社,2007
[61]崔先维,政策工具研究的四种范式评析[J],内蒙古民族大学学报(社会科学版),2009,(02)
[2]王菊梅,创新人才开发机制[J],人才瞭望,2001,(09)
[3]王军,倪筱楠,二十一世纪创新人才的培养与教学改革[J],辽宁行政学院学报,2003,(03)
[4]殷凤春,我国企业自主创新人才开发战略分析[J],武汉工程大学学报,2009,(04)
[5]郑斌斌,人才开发的政策与金融工具研究:[硕士论文],武汉;武汉理工大学, 2006
[6]任丘,创新国家建设中的创新人才开发:[硕士论文],成都;四川大学,2007
[7]Plato,The Republic,Perseus Books Group,Volume 1991,No.2,1991
[8]Fritz Machlup,The Production and Distribution of Knowledge in the United States,Princeton University Press,1962
[9]Robert M.Solow,Technical Change and the Aggregate Production Function,Review of Economics and Statistics,August 1957
[10]詹姆斯?W?鲍特金,金球竞争及对策美国高技术的未来,北京:电子工业出版社,1987
[11]Schultz. T . W,Investment in Human Capital,New York:The Free Press,1971
[12]广东、广西、湖南、河南辞源修订组,商务印书馆编辑部,辞源,商务印书馆,2009
[13]罗洪铁,再论人才定义的实质问题[J],中国人才,2002,(03)
[14]张鹏,对人才定义的思考及建议[J],人才开发,2000,(04)
[15]张世高,关于人才定义[J],党建与人才,1997,(02)
[16]林春丽,论人才定义与人力资源开发[J],人才开发,2002,(12)
[17]段尔煜,“人才”定义辨析[J],行政人事管理,1999,(05)
[18]杨国祥,尹家明,创新人才内涵及培养理念探析[J],江苏大学学报(高教研究版),2004,(04)
[19]杨茂森,创新型人才的六大特征[J],中国人才,2006,(13)
[20]刘泽双,薛惠锋,创新人才概念内涵述评[J],人才资源开发,2005,(04)
[21]徐恩芹,刘美凤,创新型人才的核心特征[J],人才开发,2005,(09)
[22]蒋伟,创新人才的人格素质培养[J],当代教育科学,2003,(02)
[23]张敏,创新型人才培养环境的实践设计[J],经济与管理研究,2007,(07)
[24]杜谦,宋卫国,科技人才定义及相关统计问题[J],中国科技论坛,2004,(05)
[25]中国科学技术协会调研宣传部,中国科学技术协会发展研究中心,北京:中国科学技术出版社,2008
[26]杜林,知识经济时代企业人力资源管理创新[J],现代商业,2009(02)
[27]陈晓灿,胡娇娥.浅论“创新人才”的培育环境[J].中国农业银行武汉管理干部学院学报, 2000,(06)
[28]王瑞珍,郭志聪.谈谈创新人才的素质及其培养[J].思想教育研究, 2000,(05)
[29]加里?德斯勒,人力资源管理,北京:中国人民大学出版社,2006
[30]陈维政,余凯成,程文文,人力资源管理,北京:高等教育出版社,2002
[31]董克用等,人力资源管理概论,北京:中国人民大学出版社,2009
[32]西奥多?W?舒尔茨,人力资本投资,美国经济年会演讲稿,1979
[33]张雁,严恺,世界科学活动中心转移的历史初探[J],世界科技研究与发展,2003,(02)
[34]涂成银,对知识经济的若干思考[J],时代经贸(下旬刊),2007,(11)
[35]萧鸣政,人力资源开发与管理,北京:北京大学出版社,2009
[36]Leonard & Nadler, Developing Human Resource, Jossey—Bass Inc.,1989,P4
[37]Desimone. R. Winner. J. and Harris, D. Human Resource Development, Thomson Learning,2002,P3
[38]余凯成,陈维政,人力资源开发与管理,北京:企业管理出版社,1997
[39]胡君辰,郑绍濂,人力资源开发与管理,上海:复旦大学出版社,1999
[40]萧鸣政,人力资源开发与管理,北京:北京大学出版社,2009
[41]张和平,人力资源开发的特点和功能,青海民族学院学报,2007,(03)
[42]张德,人力资源开发与管理,北京:清华大学出版社,2007
[43]Richard A. Swanson, Elwood F. Holton, III,Foundations of Human Resource Development,Berrett-Koehler Publishers, 2009
[44]李颖,人力资源开发在知识经济中的作用,技术经济,2003,(05)
[45]魏兰玲,对人力资源开发重要作用的若干思考,宁夏科技,2003,(04)
[46]高春燕,浅议人力资源开发在发展企业文化中的作用,财金贸易,2000,(09)
[47]Thomas N. Garavan, Strategic Human Resource Development, Journal of European Industrial Training,Vol.15 No.1,1991,P17-130
[48]Martin McCracken, Mary Wallace, Exploring Strategic Maturity in HRD-rhetoric, aspiraton or reality, Journal of European Industrial Training,2000, (24/08),P427-437
[49]Thomas N. Garavan, A Strategic Perspective on Human Resource Development, Advance in Developing Human Resources Vol.9, No.1 February 2007, P17
[50]王洪英,西安创新人才开发绩效测度研究:[硕士论文],西安,西安理工大学,2004
[51]陆定波,企业创新型人才开发绩效测度研究:[硕士论文],贵阳,贵州大学,2006
[52]刘泽双,薛惠锋,创新人才开发的绩效测度,西安电子科技大学学报:社会科学版,2006,(16/03)
[53]席酉民,汪应洛,决策指标估价方法及权重的探讨[J],系统工程理论与实践,1986,(3)
[54]陈东彦,李冬梅,王树忠,数学建模,北京:科学出版社,2007
[55]杜栋,庞庆华,吴炎,现代综合评价方法与案例精选,北京:清华大学出版社,2008
[56]中国网,中国国情中心人才报告,2009
[57]王菊梅,创新人才开发机制[J],人才瞭望, 2001,(09)
[58]高金浩,白敏植,国外高层次创新型人才开发政策综述[J],河北学刊,2001,(06)
[59]B.Guy Peters and Frans K. M. van Nispen. Public Policy Instruments. Edward Elgar, 1998
[60]B?盖伊?彼得斯,弗兰斯?K?M?冯尼斯潘,公共政策工具:对公共管理工具的评价,北京:中国人民大学出版社,2007
[61]崔先维,政策工具研究的四种范式评析[J],内蒙古民族大学学报(社会科学版),2009,(02)