發(fā)布時間：2019-02-22 07:02

【摘要】：博士后作為高層次青年人才梯隊中的排頭兵,是最活躍、最具創(chuàng)新精神的群體。晉江博士后工作站是全國首家建在縣域經(jīng)濟體的站點,研究領(lǐng)域涵蓋了多門前沿學科。一直以來,晉江博士后工作穩(wěn)步發(fā)展,質(zhì)量逐步提升,規(guī)模不斷擴大,為晉江社會經(jīng)濟的快速發(fā)展培養(yǎng)和儲備了大批優(yōu)秀的高層次人才。然而,晉江產(chǎn)業(yè)歷經(jīng)30年來的高速發(fā)展,現(xiàn)在已經(jīng)進入到轉(zhuǎn)型升級的關(guān)鍵階段,博士后工作站管理所存在的問題開始逐步凸現(xiàn)。如:人才來源依然有限;引進人才以管理類居多,產(chǎn)業(yè)發(fā)展急需的技術(shù)類人才不足;部分人才發(fā)揮的作用不夠突出;出站后留在晉江工作、創(chuàng)業(yè)的人才不多等,如何解決這些問題成為當務之急,需要從新的管理角度深度思考,尋找更加有效的破解之路。本文通過閱讀文獻資料和實地調(diào)研的方式,采用政策研究、數(shù)據(jù)搜集和對比分析,研究如何進一步完善和創(chuàng)新晉江博士后管理機制,引進、留住晉江發(fā)展所需要的博士后人才。首先,回顧晉江博士后工作站管理的基本情況;其次,從博士后進站階段、培養(yǎng)過程、出站階段分析其管理存在的問題及產(chǎn)生的原因;最后,針對存在問題產(chǎn)生的原因,提出柔性管理的對策,即:從強化柔性管理理念入手,努力完善柔性管理制度,創(chuàng)新柔性化工作方式方法,對提升區(qū)域高層次人才隊伍建設(shè)水平,促進晉江經(jīng)濟社會的持續(xù)穩(wěn)定發(fā)展具有現(xiàn)實意義。
[Abstract]:As a leader in the high-level youth talent ladder, postdoctoral is the most active and innovative group. Jinjiang Post-doctoral Workstation is the country's first site built in the county economy, the research field covers a number of cutting-edge disciplines. Jinjiang postdoctoral work has been steadily developing, the quality is gradually improving, and the scale is constantly expanding, training and reserving a large number of outstanding high-level talents for the rapid development of Jinjiang's social economy. However, after 30 years of rapid development, Jinjiang industry has entered the critical stage of transformation and upgrading, and the problems existing in the management of postdoctoral workstations have gradually emerged. For example, the source of talents is still limited; most of the talents are imported into the management category, the technical talents in urgent need of industrial development are not enough, some of the talents have not played a prominent role; After leaving the station to stay in Jinjiang work, there are not many talents to start a business. How to solve these problems becomes an urgent matter. We need to think deeply from a new management angle to find a more effective way to solve the problem. Through reading literature and field investigation, using policy research, data collection and comparative analysis, this paper studies how to further improve and innovate the post-doctoral management mechanism of Jinjiang, and introduce and retain the postdoctoral talents needed for Jinjiang's development. First of all, review the basic situation of Jinjiang postdoctoral workstation management, secondly, analyze the existing problems and the causes of the management from the postdoctoral entry stage, the training process, the exit stage; Finally, according to the causes of the existing problems, the paper puts forward the countermeasures of flexible management, that is, starting with strengthening the concept of flexible management, trying to improve the flexible management system, innovating the flexible working methods, It is of practical significance to promote the construction level of regional high-level talents and promote the sustainable and stable development of Jinjiang economy and society.
【學位授予單位】：華僑大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：G644.8

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