国有钢铁企业科技人才创新业绩评价指标体系的构建
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摘要
在科技迅速发展的国际环境下,技术创新已经成为企业战略发展的主要导向,是企业持续稳定发展的基础。科技人才作为企业技术创新的载体,他们的创新能力很大程度上决定了企业创新能力的存量。为了进一步提高自主创新能力、增强核心竞争力,国有钢铁企业需要从激励科技人才创新出发,提高科技人才技术创新的积极性与主动性。由于对科技人才创新业绩的评价是对他们能力的认可与肯定,也是企业准确掌握科技人才队伍情况、合理配置人才资源、开发技术创新潜力的重要途径,所以科技人才创新业绩评价的研究对于国有钢铁企业十分重要。
在国内外相关文献分析与研究的基础上,本文首先界定了科技人才的概念,阐述了科技人才创新业绩评价的相关理论,如创新业绩与创新能力、创新业绩影响因素、科技成果评估理论等等。然后,剖析国有钢铁企业科技人才业绩评价的现状与问题,并建立国有钢铁企业科技人才创新业绩评价体系。最后,将该评价体系运用于企业实际之中,对研究成果进行了实证检验。
本文通过对科技人才创新业绩的量化研究,构建了一套具有可操作性的科技人才创新业绩评价体系,形成W公司科技人才创新成果积分累计制度。应用结果显示,该研究具有较强的理论与实践意义。
With the rapid development of science and technology in the international environment, technology innovation has become the main orientation of the enterprise strategic development, is the foundation of the enterprise sustainable and stable development. Scientific and technical talents as a carrier in the enterprise technological innovation, their innovation ability in a large extent determine the innovation ability of an enterprise. In order to enhance the ability of independent innovation and core competitiveness, state-owned steel enterprises need to encourage scientific and technological talent to innovate, improve the enthusiasm and initiative of scientific and technical talent. The evaluation of innovation performance which represents the recognition and affirmation of scientific and technological talent ability, but also help an enterprise accurately mastering technology talented person troop, reasonable allocation of human resources and the development potential .To evaluate the innovation performance is necessary for state-owned steel enterprises.
Through literature researching, this thesis defines the conception about scientific and technical talent. And then the author systematically put forward the related theory of the performance evaluation of scientific and technical talent, such as innovation ability and performance, innovation performance appraisal and influencing factors, scientific and technological achievements assessment theory and so on. Afterwards, analyzes on the present situation and problem about performance evaluation of scientific and technical talent in state-owned steel enterprises, this paper establishing evaluation system of technology talents innovation performance in the state-owned enterprise. Eventually, this evaluation system is applied to the enterprise, empirically validating this investigation achievement.
This thesis study on quantitative research of scientific and technical talents innovation performance, and set up a set of operable technology innovation performance evaluation system, what’s more, it helps W corporation to establish an innovation achievements accumulated integral system of scientific and technical talents. And this research has been applied to scientific talents management in W corporation. The result shows that this research has strong theoretical and practical significance.
在国内外相关文献分析与研究的基础上,本文首先界定了科技人才的概念,阐述了科技人才创新业绩评价的相关理论,如创新业绩与创新能力、创新业绩影响因素、科技成果评估理论等等。然后,剖析国有钢铁企业科技人才业绩评价的现状与问题,并建立国有钢铁企业科技人才创新业绩评价体系。最后,将该评价体系运用于企业实际之中,对研究成果进行了实证检验。
本文通过对科技人才创新业绩的量化研究,构建了一套具有可操作性的科技人才创新业绩评价体系,形成W公司科技人才创新成果积分累计制度。应用结果显示,该研究具有较强的理论与实践意义。
With the rapid development of science and technology in the international environment, technology innovation has become the main orientation of the enterprise strategic development, is the foundation of the enterprise sustainable and stable development. Scientific and technical talents as a carrier in the enterprise technological innovation, their innovation ability in a large extent determine the innovation ability of an enterprise. In order to enhance the ability of independent innovation and core competitiveness, state-owned steel enterprises need to encourage scientific and technological talent to innovate, improve the enthusiasm and initiative of scientific and technical talent. The evaluation of innovation performance which represents the recognition and affirmation of scientific and technological talent ability, but also help an enterprise accurately mastering technology talented person troop, reasonable allocation of human resources and the development potential .To evaluate the innovation performance is necessary for state-owned steel enterprises.
Through literature researching, this thesis defines the conception about scientific and technical talent. And then the author systematically put forward the related theory of the performance evaluation of scientific and technical talent, such as innovation ability and performance, innovation performance appraisal and influencing factors, scientific and technological achievements assessment theory and so on. Afterwards, analyzes on the present situation and problem about performance evaluation of scientific and technical talent in state-owned steel enterprises, this paper establishing evaluation system of technology talents innovation performance in the state-owned enterprise. Eventually, this evaluation system is applied to the enterprise, empirically validating this investigation achievement.
This thesis study on quantitative research of scientific and technical talents innovation performance, and set up a set of operable technology innovation performance evaluation system, what’s more, it helps W corporation to establish an innovation achievements accumulated integral system of scientific and technical talents. And this research has been applied to scientific talents management in W corporation. The result shows that this research has strong theoretical and practical significance.
引文
[1]彼得·德鲁克.21世纪的管理挑战.上海:上海译文出版社,1999.87-97
[2]斯图尔特.软资产:从知识到智力资本.沈阳:辽宁教育出版社,2003.10
[3] Woodruffe. Winning the Talent War. New York: John Wiley& Sons,Inc,1999:40
[4] GARFIELD E. Random thoughts on citationology: its theory and practice [J].Scentometrics,1999,(43):69-76
[5] Bobert Szakonyi.Measuring R&D Effectiveness I/Ⅱ[J].Research Technology Measurement,1994,May～Jun:58-61
[6] Klaus Moser,Heinz Schuler,Uwe Funke. The moderating effect of raters’opportunities to observe ratees’job performance on the validity of an assessment center[J].International Journal of Selection and Assessment,1999,7(3):122-141
[7] Tess del Rosario. Report On Staff Performance Assessment and Enhancement Systems of the Agency for Agricultural Research and Development [J]. Indonesiap, Asian Institute of Management,2003,(06):65-72
[8] Corey E.Miller, Carl L.Thornton. How Accurate Are Your Performance Appraisals [J].Public Personnel Management,2006,35,(2):153-162
[9] Heller,M. Court ruling that employer’s integrity test violated ADA could open door to litigation[J]. Workforce Management,2005,84(09):74-77
[10] Barrick M.R.,Steward G.L.,Piotrowski M. Personality and job performance: Test of the mediating effects of motivation among sales representatives [J].Journal of Applied Psychology,2002,87,(01):43-51
[11] Rynes S.L.,Colbert A.E., Brown K.G..HR professionals’beliefs about effective human resource practices: Correspondence between research and practice[J].Human Resource Management,2002,41,(02),149-174
[12] Hogan J., Holland B..Using theory to evaluate personality and job performance relations[J].Journal of applied psychology,2003,(88):100-112
[13]孔繁顺.科技人才是推进牧业产业化的中坚力量[J].吉林畜牧兽医,1998,(01):10
[14]孙立,张秀青.知识经济的关键是科技人才.政法论丛.1999,(05):55
[15]李京文.教育--21世纪的先导产业--科技人才在21世纪知识社会中的重要作用[J].河南财政税务高等专科学校学报.1999,13,(03):41-43
[16]贺德方.基于知识网络的科技人才动态评价模式研究[J].中国软科学,2005,(06):47-53
[17]王孝宁,何苗.我国科技人员科研业绩综合评估现状与分析[J].情报学报,2002(05):636-640
[18]李思宏,罗瑾琏,张波.科技人才评价维度与方法进展[J].科学管理研究,2007,(02):76-79
[19]钱斌.SCI及其应用评价[J].科技资讯,2009,(28):79
[20]俞立平,潘云涛,武夷山.科技评价中不同客观评价方法权重的比较研究[J].科技管理研究,2009,(07):148-150
[21]刘泽双,章丹,康英.基于遗传算法的模糊综合评价法在科技人才创新能力评价中的应用[J].西安理工大学学报,2008,(03):376-381
[22]汪安佑,余际从.技术创新人才“价值人”假设与价值人管理[J].科技管理研究,2003,(03):102-105
[23]徐福缘,程钧谟,綦振法.企业员工知识创新能力模糊综合评价体系[J].科学管理研究,2004,(01):85-89
[24]胡瑞卿.科技人才创新能力的模糊综合评价[J].科技管理研究,2007,(06):159-162
[25]仲伟俊,梅姝娥.企业技术创新管理理论与方法[M].北京:科学出版社,2009.8-9
[26]李志,向征,杨清明.发挥企业科技人员创新能力的调查研究[J].中国科技论坛,2003,(03):136-139
[27]陶兴全.开发宝钢科技人才创新能力的对策研究[D].复旦大学:工商管理,2001
[28]于绥生.关于科技人才创新能力的思考[J].科技广场,2008,(06):151-154
[29] Guido Capaldo, Giuseppe Zollo. Applying fuzzy logic to personnel assessment: a case study[J]. Omega, 2001,29(06): 585-597.
[30]林筠.绩效管理[M].西安:西安交通大学出版社,2006.2-3
[31]娄伟,李萌.我国科技人才创新能力的政策激励[J].科学学与科学技术管理,2006,(11):135-141
[32]杨丽.企业科技人员技术创新激励的实证分析_以山东省为例[J].科技管理研究,2009,(03):195-197
[33]王嘉,曹代勇.我国科技成果评价的发展现状与对策[J].科技与管理,2008,(05):92-95
[34]姜颖.中外科技成果评价比较及启示[J].宁波大学学报(教育科学版),2009,(02):78-82
[35]丁福虎.科研绩效评估的理论与方法[J].科技管理研究,2000,(03):45-48
[36] Schilling M A.技术创新的战略管理[M].北京:清华大学出版社,2005.
[37] WALLACH E J. Individuals and organizations: the cultural match[J].Training and Development Journal, 1983,(2): 29-36
[38]方振邦.绩效管理[M].北京:中国人民大学出版社,2006.178-179
[39]香赵政,廖开际,刘其辉.基于序关系确定成熟度评价指标权重的简易法[J].2009,34(06):823-826
[40]汪海涛.3M公司的“创新管理十训”[J].企业活力,1996,(3):40
[41] Jean-Marie Hiltrop. The quest for the best: human resource practices to attract and retain talent[J].European Management Journal,1999,17(04):422-430
[42] Walter G.Tymon Jr., Stephen A.Stumpf, Jonathan P.Doh. Exploring talent management in India: The neglected role of intrinsic rewards[J].Journal of World Business,2010,(45):109-121
[2]斯图尔特.软资产:从知识到智力资本.沈阳:辽宁教育出版社,2003.10
[3] Woodruffe. Winning the Talent War. New York: John Wiley& Sons,Inc,1999:40
[4] GARFIELD E. Random thoughts on citationology: its theory and practice [J].Scentometrics,1999,(43):69-76
[5] Bobert Szakonyi.Measuring R&D Effectiveness I/Ⅱ[J].Research Technology Measurement,1994,May～Jun:58-61
[6] Klaus Moser,Heinz Schuler,Uwe Funke. The moderating effect of raters’opportunities to observe ratees’job performance on the validity of an assessment center[J].International Journal of Selection and Assessment,1999,7(3):122-141
[7] Tess del Rosario. Report On Staff Performance Assessment and Enhancement Systems of the Agency for Agricultural Research and Development [J]. Indonesiap, Asian Institute of Management,2003,(06):65-72
[8] Corey E.Miller, Carl L.Thornton. How Accurate Are Your Performance Appraisals [J].Public Personnel Management,2006,35,(2):153-162
[9] Heller,M. Court ruling that employer’s integrity test violated ADA could open door to litigation[J]. Workforce Management,2005,84(09):74-77
[10] Barrick M.R.,Steward G.L.,Piotrowski M. Personality and job performance: Test of the mediating effects of motivation among sales representatives [J].Journal of Applied Psychology,2002,87,(01):43-51
[11] Rynes S.L.,Colbert A.E., Brown K.G..HR professionals’beliefs about effective human resource practices: Correspondence between research and practice[J].Human Resource Management,2002,41,(02),149-174
[12] Hogan J., Holland B..Using theory to evaluate personality and job performance relations[J].Journal of applied psychology,2003,(88):100-112
[13]孔繁顺.科技人才是推进牧业产业化的中坚力量[J].吉林畜牧兽医,1998,(01):10
[14]孙立,张秀青.知识经济的关键是科技人才.政法论丛.1999,(05):55
[15]李京文.教育--21世纪的先导产业--科技人才在21世纪知识社会中的重要作用[J].河南财政税务高等专科学校学报.1999,13,(03):41-43
[16]贺德方.基于知识网络的科技人才动态评价模式研究[J].中国软科学,2005,(06):47-53
[17]王孝宁,何苗.我国科技人员科研业绩综合评估现状与分析[J].情报学报,2002(05):636-640
[18]李思宏,罗瑾琏,张波.科技人才评价维度与方法进展[J].科学管理研究,2007,(02):76-79
[19]钱斌.SCI及其应用评价[J].科技资讯,2009,(28):79
[20]俞立平,潘云涛,武夷山.科技评价中不同客观评价方法权重的比较研究[J].科技管理研究,2009,(07):148-150
[21]刘泽双,章丹,康英.基于遗传算法的模糊综合评价法在科技人才创新能力评价中的应用[J].西安理工大学学报,2008,(03):376-381
[22]汪安佑,余际从.技术创新人才“价值人”假设与价值人管理[J].科技管理研究,2003,(03):102-105
[23]徐福缘,程钧谟,綦振法.企业员工知识创新能力模糊综合评价体系[J].科学管理研究,2004,(01):85-89
[24]胡瑞卿.科技人才创新能力的模糊综合评价[J].科技管理研究,2007,(06):159-162
[25]仲伟俊,梅姝娥.企业技术创新管理理论与方法[M].北京:科学出版社,2009.8-9
[26]李志,向征,杨清明.发挥企业科技人员创新能力的调查研究[J].中国科技论坛,2003,(03):136-139
[27]陶兴全.开发宝钢科技人才创新能力的对策研究[D].复旦大学:工商管理,2001
[28]于绥生.关于科技人才创新能力的思考[J].科技广场,2008,(06):151-154
[29] Guido Capaldo, Giuseppe Zollo. Applying fuzzy logic to personnel assessment: a case study[J]. Omega, 2001,29(06): 585-597.
[30]林筠.绩效管理[M].西安:西安交通大学出版社,2006.2-3
[31]娄伟,李萌.我国科技人才创新能力的政策激励[J].科学学与科学技术管理,2006,(11):135-141
[32]杨丽.企业科技人员技术创新激励的实证分析_以山东省为例[J].科技管理研究,2009,(03):195-197
[33]王嘉,曹代勇.我国科技成果评价的发展现状与对策[J].科技与管理,2008,(05):92-95
[34]姜颖.中外科技成果评价比较及启示[J].宁波大学学报(教育科学版),2009,(02):78-82
[35]丁福虎.科研绩效评估的理论与方法[J].科技管理研究,2000,(03):45-48
[36] Schilling M A.技术创新的战略管理[M].北京:清华大学出版社,2005.
[37] WALLACH E J. Individuals and organizations: the cultural match[J].Training and Development Journal, 1983,(2): 29-36
[38]方振邦.绩效管理[M].北京:中国人民大学出版社,2006.178-179
[39]香赵政,廖开际,刘其辉.基于序关系确定成熟度评价指标权重的简易法[J].2009,34(06):823-826
[40]汪海涛.3M公司的“创新管理十训”[J].企业活力,1996,(3):40
[41] Jean-Marie Hiltrop. The quest for the best: human resource practices to attract and retain talent[J].European Management Journal,1999,17(04):422-430
[42] Walter G.Tymon Jr., Stephen A.Stumpf, Jonathan P.Doh. Exploring talent management in India: The neglected role of intrinsic rewards[J].Journal of World Business,2010,(45):109-121