本文選題：高層次人才 + 人才引進(jìn)��； 參考：《揚(yáng)州大學(xué)》2016年碩士論文

【摘要】：21世紀(jì),經(jīng)濟(jì)全球化帶來科技信息的發(fā)展,知識經(jīng)濟(jì)成為全球發(fā)展的主流,國家與區(qū)域之間的競爭從自然資源、資本資源的競爭轉(zhuǎn)入對人才資源的競爭。人才資源作為經(jīng)濟(jì)社會發(fā)展第一資源的特征和作用越發(fā)明顯,人才競爭已經(jīng)成為綜合國力競爭的核心。而當(dāng)前人才的爭奪無一例外,都是圍繞爭奪高層次人才展開的。高層次人才,已經(jīng)成為一個國家和地區(qū)競爭取勝的關(guān)鍵因素,并日益成為科技進(jìn)步和經(jīng)濟(jì)發(fā)展的重要源動力。因此,建立和擁有一支龐大的高層次人才隊伍,直接關(guān)系到一個國家核心競爭力發(fā)展及其國際地位的興衰成敗。在這樣的時代背景下,高層次人才開發(fā)的現(xiàn)實要求直接推動了人才管理科學(xué)與實踐的深刻變化。本文結(jié)合本人近幾年來在人力資源工作方面的切身工作實踐經(jīng)驗和體會,在認(rèn)真查閱和分析大量文獻(xiàn)資料的基礎(chǔ)上,運(yùn)用所學(xué)公共管理理論和實踐加以研究,分析跨江融合背景下?lián)P州經(jīng)濟(jì)發(fā)展的高層次人才引進(jìn)政策實施情況,找出揚(yáng)州市高層次人才引進(jìn)政策現(xiàn)有問題和成因有：環(huán)境因素,包括經(jīng)濟(jì)環(huán)境和社會生活環(huán)境及政策制訂不夠科學(xué)和基礎(chǔ)設(shè)施建設(shè)有待加強(qiáng)等。結(jié)合國外發(fā)達(dá)國家和國內(nèi)新興區(qū)域引進(jìn)高層次人才的經(jīng)驗,對揚(yáng)州市高層次人才引進(jìn)政策提出優(yōu)化建議,主要有：加強(qiáng)機(jī)構(gòu)組織,完善部門聯(lián)動；改進(jìn)宣傳方式,營造良好氛圍；明確政策方向、提升引才質(zhì)量；注重配套建設(shè),提升服務(wù)水平,為有效推進(jìn)揚(yáng)州市引進(jìn)高層次人才提供一定的借鑒。
[Abstract]:In twenty-first Century, the economic globalization has brought about the development of scientific and technological information. The knowledge economy has become the mainstream of global development. The competition between countries and regions is transferred from the competition of natural resources and capital resources to the competition of human resources. The characteristics and functions of talent resources as the first resource of economic and social development have become more and more obvious, and the competition of talents has become a comprehensive one. At the core of the national strength competition, the contention of the current talent is all around for the high-level talents. The high-level talent has become the key factor for the victory of the competition in a country and region, and is increasingly becoming an important source of scientific and technological progress and economic development. Therefore, the establishment and possession of a large and high-level talent team, It is directly related to the success or failure of the development of the core competitiveness of a country and its international status. Under such a background, the practical requirements for the development of high-level talents have directly promoted the profound changes in the science and practice of talent management. This paper has combined with my practical experience and experience in human resources work in recent years. On the basis of careful consulting and analyzing a large number of documents and using the theory and practice of the public management, this paper analyzes the implementation of the high level talent introduction policy of Yangzhou economic development under the background of cross river integration, and finds out the existing problems and causes of the high level talent introduction policy in Yangzhou, including the environmental factors, including the economic environment and the economic environment. The social living environment and policy formulation are not scientific and the infrastructure construction needs to be strengthened. Combining the experience of advanced foreign countries and domestic emerging regions to introduce high-level talents, the optimization suggestions for high-level talents introduction policy in Yangzhou are put forward, mainly: strengthening organization organization, improving the linkage of departments, improving the way of propaganda and creating a good way. Atmosphere; clear the direction of the policy, improve the quality of the introduction, pay attention to the supporting construction, improve the service level, and provide a certain reference for the effective promotion of the introduction of high-level talents in Yangzhou.
【學(xué)位授予單位】：揚(yáng)州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：C964.2

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