本文選題：轉制院所 + 科研人員　； 參考：《太原理工大學》2017年碩士論文

【摘要】：1999年到2000年,國家對376家開發(fā)類科研機構的管理進行了改革,絕大部分院所由原來的事業(yè)單位轉制成了企業(yè),轉制后,如何保持并進一步提升科研院所的核心競爭力,成為影響其發(fā)展的關鍵課題。作為科研院所核心競爭力載體的科研人員必然成為解決這一問題的關鍵。對轉制類科研院所進行科研人員管理制度的審視和再設計將有力保障其發(fā)展引擎的持續(xù)發(fā)力。本文選取R研究院為研究對象,結合國內外相關研究成果,根據人力資源、企業(yè)氛圍、需求理論、激勵理論等相關理論,利用訪談法、案例分析法、比較研究法等研究方法,對R研究院現行科研人員管理制度進行了研究。由于受到改制之前"等、靠、要"和平均主義的余毒,人力勞動成本觀念的束縛以及十年間產業(yè)發(fā)展的經濟條件限制,R研究院現行科研人員管理制度存在部分缺陷,不利于企業(yè)核心競爭力的發(fā)展。文章從績效考核制度、薪酬福利制度、職稱評定制度、職務晉升制度和培訓制度五個方面對R研究院現行的科研人員管理制度進行了陳述、問題查找和原因分析,根據相關理論知識結合R研究院實際情況明確了科研人員管理制度再設計的基本原則和整體思路,最終從績效考核制度、薪酬福利制度、職稱評定制度、職務晉升制度、培訓制度和企業(yè)文化六個方面對R研究院現行的科研人員管理制度進行了再設計。本文從人力資本積累的角度出發(fā),綜合考慮科研人員的總體特征,在保持原有制度相對彈性的基礎上,從各方面總體考慮,進一步規(guī)范各項規(guī)章制度,全面提升企業(yè)文化,有力的保障R研究院可持續(xù)發(fā)展的原動力。文章強調將R研究院發(fā)展戰(zhàn)略規(guī)劃分解至科研人員績效考核PKI指標之中,并根據其對企業(yè)的影響力給各項指標賦予不同權重,對科研人員進行年度綜合績效考核,使績效考核結果數字化,使科研人員個人目標與企業(yè)發(fā)展目標有機融合。整體提升科研人員薪酬福利水平,為他們提供更加富足的物質基礎,有助于提振企業(yè)士氣。遵循按勞分配的原則將績效工資與績效考核結果掛鉤,加強薪酬的激勵和鞭策作用,鼓勵科研人員創(chuàng)新實干,為R研究院再立新功。設置更加開放和高標準的職稱評定和職務晉升制度,使科研人員尤其是青年骨干通過自身努力獲得更多的社會認可和科研資源,使他們更快的實現自我價值的提升,體現R研究院對科研人員的尊重和愛護。完善的培訓制度是不斷挖掘科研人員潛力的有力推手。文章指出要從全院角度優(yōu)化培訓資源,為科研人員提升科研能力提供充足的后勤保障,有力促進R研究院核心競爭力的可持續(xù)發(fā)展。為加強規(guī)章制度在實際操作中的執(zhí)行力,彌補各項制度因條款化而可能存在的缺陷,推動企業(yè)文化建設,提升企業(yè)文化內涵,為R研究院及其所屬科研人員的發(fā)展提供良好的內部空間。R研究院科研人員管理制度的研究是對其企業(yè)發(fā)展的有力制度保障和軟實力提升,對眾多轉制類科研院所有著極強的現實意義,同時對于急需"調結構、穩(wěn)增長"以科技創(chuàng)新點燃發(fā)展引擎的中國企業(yè)有著普遍性參考價值,更是對相關人力資源理論的豐富和完善。愿本文能夠為我國快速增長的經濟發(fā)展起到微薄之效。
[Abstract]:From 1999 to 2000, the state has carried out a reform of the management of 376 development research institutions. The vast majority of the institutions have been transformed into enterprises by the original institutions. After the transformation, how to maintain and further enhance the core competitiveness of scientific research institutes and become the key topics affecting their development. The examination and redesign of the management system of the scientific research personnel in the research institutes of the transformation type will ensure the continuous force of its development engine. This paper selects the R Research Institute as the research object and combines the relevant research results at home and abroad, according to the human resources, the enterprise atmosphere, the demand theory, the incentive theory and so on. According to the theory, using the methods of interview, case analysis and comparative research, the current research personnel management system of R Research Institute is studied. Due to the "wait, rely," and "equalitarianism", the shackles of human labor cost concept and the restriction of the economic conditions of industrial development in the ten years, the current scientific research of the R Research Institute There are some defects in the system of personnel management, which is not conducive to the development of the core competitiveness of the enterprise. The article describes the current scientific research personnel management system of R Research Institute from five aspects: performance assessment system, salary and welfare system, job title evaluation system, job promotion system and training system. According to the actual situation of R Research Institute, the basic principles and overall ideas of the redesign of the scientific research personnel management system are clearly defined. Finally, the author redesigns the management system of the researchers in the R Research Institute from six aspects: the performance appraisal system, the salary and welfare system, the title evaluation system, the job promotion system, the training system and the enterprise culture. From the point of view of the accumulation of human capital and considering the overall characteristics of the scientific research personnel, on the basis of maintaining the relative flexibility of the original system, we should consider all aspects, further standardize the rules and regulations, improve the enterprise culture and guarantee the motive force of the sustainable development of the R Research Institute. The article emphasizes the development strategy of the R Research Institute. The plan is decomposed to the PKI index of the performance appraisal of the scientific researchers, and gives different weights to the indexes according to the influence of the enterprise, and makes the annual comprehensive performance appraisal to the scientific researchers, digitize the results of the performance assessment, and make the individual goal of the scientific research personnel integrate with the enterprise development goal organically. Ping, providing a more rich material base for them, helps to boost business morale. It follows the principle of distribution according to work to link performance pay with the results of performance assessment, strengthen the incentive and whip role of salary, encourage scientific researchers to innovate and make new work for the R Institute. Set more open and high standard professional title evaluation and job promotion. The system makes the researchers, especially the youth backbone, through their own efforts to obtain more social recognition and scientific research resources, so that they can improve their self-worth faster and reflect the respect and protection of the researchers by the R Research Institute. The perfect training system is a powerful push for the continuous excavation of the potential of scientific research personnel. In order to strengthen the sustainable development of the core competitiveness of the R Research Institute, to improve the scientific research ability of the scientific research personnel and to promote the sustainable development of the core competitiveness of the Research Institute, to strengthen the implementation of the rules and regulations in the actual operation, to make up for the possible defects in the various systems, promote the construction of the enterprise culture and enhance the cultural connotation of the enterprise, The research of R Research Institute and its affiliated scientific research personnel provides a good internal space.R Research Institute scientific research personnel management system. It is a powerful system guarantee and soft strength promotion for the development of its enterprise. It is of great practical significance for all the research institutes of transformation type. At the same time, it is urgent to ignite the development of scientific and technological innovation in urgent need of "structure adjustment and steady growth". The Chinese enterprise of engine has the universal reference value, and is more abundant and perfect to the related human resource theory. This article is willing to play a slight effect on the rapid economic development of our country.
【學位授予單位】：太原理工大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：G311

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