摘要
知识经济时代,科技进步是经济繁荣、社会发展的源动力,而作为推动科技进步的主体,创新型科技人才已经成为国家科技竞争力和国家实力的第一资源。无论是国家之间的竞争还是企事业单位的发展,创新型科技人才成为中坚力量。欧美等发达国家以及跨国公司都极为重视对创新型科技人才的培养。在科技飞速发展的今天,摩尔定律仍然发挥着重要作用,人才工作已经引起世界各国的重视,而评价和培养创新型科技人才是人才工作的核心。本文将以博士后群体为例,运用人力资本理论、人力资源理论,对创新型科技人才的特征进行分析,并对我国当前创新型人才的培养、组织与领导进行调查研究。
本文首先界定了创新型科技人才的概念,回顾了国内外创新型人才的相关研究,提出了创新型人才人力资本分析的一个逻辑范式,并以博士后群体为例,构建了创新型科技人才评价体系,分析了创新型科技人才的培养、组织和领导问题。论文的主要研究内容与成果如下：
论文构建了创新型科技人才评价指标体系。论文在回顾创新型科技人才评价理论与方法后,以博士后群体为研究对象,通过德尔菲法,提出27个指标,并运用主成分因子分析法,提炼出包括主观创新意向力、科技创新能力、思维观察能力、身心自束能力、知识配置能力、基础心智力、其他特征力在内的7个方面能力的创新型科技人才评价指标体系。
论文从投入、培养、提升和产出四个角度来分析创新型人才的人力资本特征,并基于培养目标、培养评价、培养过程和培养制度,建立创新型科技人才培养投入-产出模式这一分析架构,通过对某博士后科研工作站博士后的调查,分析当前我国创新型科技人才培养模式存在的问题。
提出基于领导创新型科技人才和领导创新工作两个方面的创新型科技人才的领导机制。论文从创新型科技人才领导,创新活动的领导,以及对领导者的期望和组织环境与团队建设4个方面,分析应如何加强对创新型科技人才团队的领导,并通过问卷调查分析了当前国内创新型科技人才领导中存在的领导问题,并提出相应的措施建议。
通过构建创新型科技人才特征评价指标,并对创新型科技人才的培养和领导进行理论和案例分析研究,提出相应的培养措施,将为我国党政部门和企事业单位提供决策依据。
In the era of knowledge economy, scientific and technological progress is the origin for economic prosperity and social development, while creative people, as subjects to promote the progress of science and technology, have become the first source of national competitiveness and national strength.
Creative people are the backbones during competitions between countries or enterprises. Developed countries in Europe and America and others as well as multinational companies have attached great importance to cultivating creative people.
With the rapid development of science and technology, Moore's Law continues playing an important role, human resources work has been paid attention to all over the world, and it is the core of the human resources work to evaluate and cultivate creative people. In This dissertation, human capital theories and human resources management theories will be used to analyze the characteristics of creative people, by taking postdoctoral groups as examples, and cultivation and organization of creative people in present China will be investigated.
"Creative people" is defined, the abroad and domestic research about creative people are reviewed, a logical paradigm of analyzing human capital of creative people is advanced, and postdoctoral groups are taken as examples to build a system of evaluating creative people, to analyze cultivating, organizing and leading creative people. The main research contents and results are as follows:
First, an index system of evaluating creative people of science and technology (CPST) is built. After assessment theory and method of creative people is reviewed, post-doctoral groups as examples, by the Delphi method,27indicators are proposed, and principal component analysis is used to extract seven aspects that are subjective creative intent, technological innovation capability, thinking and observing ability, self-discipline, knowledge configuration ability, basic intelligence, and other features, including evaluation index system of CPST.
Second, from four perspectives of inputs, training, promotion and output, human capital characteristics of creative people are explained, and based on objectives, evaluation, process and system of cultivation, an analysis framework, an input-output model of cultivating CPST. With investigation of post-doctors in one Post-Doctoral Scientific Research Workstation, the problems in the present model of cultivating creative people of science and technology in China, and responding suggestions are presented.
Third, organizing mechanism based on the two aspects of both leading CPST and creative activities is put forward. From four angles of leading CPST and creative activities, the expectations to the leaders and building organizational environment and teams, how to strengthen organizing CPST teams is discussed. The problems about present organizational mechanism of CPST in China by survey are shown and appropriate measures are recommended.
By building index system of evaluating CPST, and studying cultivation and organization of CPST theoretically and empirically, relative measures about cultivation and organization of CPST are proposed, which is hoped to provide a basis for decision making for the government, enterprises and other institutions.
引文
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62 引自：陈爱华.诺贝尔奖获奖者情况概述.http://www.chinapostdoctor.org.cn/program/issue/pop_winforzz.asp?id=6912。
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65 信息来源：殷新宇.院士热议创新型人才培养.人民日报海外版／2006年/6月/7日／第002版综合新闻。
66 具体见：中共北京市委组织部,中国人事科学研究院.首都地区高层次人才成长规律及其开发研究报告.2005：P102-118.
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