【摘要】：《國家中長期人才發(fā)展規(guī)劃綱要(2010-2020年)》中提出一系列重大人才工程計劃，對今后一個時期的人才工作做出了戰(zhàn)略部署，具有很強(qiáng)的指導(dǎo)意義。江西省高校引進(jìn)高層次人才響應(yīng)國家人才發(fā)展戰(zhàn)略目標(biāo)，對加強(qiáng)江西省人才隊伍建設(shè)有十分重要的現(xiàn)實意義。 江西省位于國家中部地區(qū)，，發(fā)展不及沿海發(fā)達(dá)地區(qū)，江西省高校人才也相對短缺，特別是與城市經(jīng)濟(jì)社會信息化、工業(yè)化、科技化等息息相關(guān)的高層次人才更為短缺，人才隊伍急需加大引進(jìn)、服務(wù)、建設(shè)和管理的力度。江西省高校主要集中分布在省會城市南昌，本文將南昌地區(qū)部分高校高層次人才隊伍的現(xiàn)狀調(diào)查和對策研究作為主要研究內(nèi)容，目的是為了探究有利于高校高層次人才隊伍建設(shè)的途徑和方法。 本文根據(jù)高校類別選取了南昌地區(qū)五所高校進(jìn)行調(diào)查研究，結(jié)合該地區(qū)高校實際情況，通過文獻(xiàn)研究法、比較研究法、數(shù)理統(tǒng)計法、調(diào)查法等方法，了解了南昌地區(qū)高校引進(jìn)高層次人才的現(xiàn)狀；分析了高校人才引進(jìn)中存在的主要問題，即人才引進(jìn)計劃制定的科學(xué)性有待增強(qiáng)，人員篩選和匹配機(jī)制不完善，有效的人才評估和評價機(jī)制不完善，人才使用和培養(yǎng)管理體系不完善。 在掌握現(xiàn)狀、發(fā)現(xiàn)問題、分析原因的基礎(chǔ)上，筆者結(jié)合實際，提出了具體的對策建議：樹立正確觀念，剛性與柔性引才并舉；拓寬引才之路，利用各渠道招募人才；注重雙管齊下，外部引進(jìn)結(jié)合內(nèi)部培養(yǎng)；創(chuàng)新體制機(jī)制，營造良好人才氛圍；優(yōu)化師資隊伍,不斷提高科研水平；完善引才政策，改善人才發(fā)展環(huán)境。
[Abstract]:A series of important talent engineering plans were put forward in the outline of the National Medium- and Long-Term Talent Development Plan (2010-2020), which made a strategic plan for the talent work in the future and has a strong guiding significance. The introduction of high-level talents in colleges and universities in Jiangxi Province responds to the strategic goal of national talent development, which is of great practical significance for strengthening the construction of talent ranks in Jiangxi Province. Jiangxi Province is located in the central part of the country, and its development is not as good as that in the developed coastal areas. There is also a relative shortage of talents in colleges and universities in Jiangxi Province, especially the shortage of high-level talents who are closely related to urban economic and social information, industrialization, science and technology, etc. The talent troop urgently needs to increase the introduction, the service, the construction and the management dynamics. The colleges and universities in Jiangxi Province are mainly distributed in Nanchang, the provincial capital city. This paper focuses on the investigation of the current situation and countermeasures of the high-level talents in some colleges and universities in Nanchang. The purpose is to explore the ways and methods that are beneficial to the construction of high-level talents in colleges and universities. This paper selects five colleges and universities in Nanchang area according to the category of colleges and universities to carry out investigation and research. Combining with the actual situation of colleges and universities in this area, through the methods of literature research, comparative research, mathematical statistics, investigation and so on, To understand the current situation of introducing high-level talents to colleges and universities in Nanchang area; This paper analyzes the main problems existing in the talent introduction in colleges and universities, that is, the scientific nature of the talent introduction plan needs to be enhanced, the personnel selection and matching mechanism is not perfect, and the effective talent evaluation and evaluation mechanism is not perfect. Talent use and training management system is not perfect. On the basis of mastering the present situation, finding out the problems and analyzing the reasons, the author puts forward the concrete countermeasures and suggestions: to establish the correct idea, to develop the rigid and flexible talent, to widen the road of the talent, and to recruit the talents through the various channels. We should pay attention to the combination of external introduction and internal training; innovate the system and mechanism to create a good atmosphere for talents; optimize the teaching staff and constantly improve the level of scientific research; improve the policy of talent introduction and improve the environment for the development of talents.
【學(xué)位授予單位】：江西農(nóng)業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G648.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 蔡學(xué)軍 ,丁向陽 ,韓繼園;我國高層次人才隊伍建設(shè)現(xiàn)狀、問題與對策[J];中國人才;2003年10期

2 陳松林;;高校人才引進(jìn)中的人與組織匹配研究[J];高等農(nóng)業(yè)教育;2007年04期

3 萬學(xué)遠(yuǎn);;關(guān)于引進(jìn)海外高層次人才的若干建議[J];國際人才交流;2009年04期

4 田玉敏;;美國如何引進(jìn)科技人才[J];中國人才;2009年11期

5 宋衛(wèi)國;對我國扶持海外人才回國創(chuàng)業(yè)的政策建議[J];決策咨詢通訊;2004年06期

6 劉麗君,黎大有;國外人才戰(zhàn)略及啟示[J];科技·人才·市場;2001年04期

7 趙勇;;金融危機(jī)背景下吸引海外科技人才的思考[J];科技與經(jīng)濟(jì);2009年03期

8 譚綺球;鄧保國;;全球化視閾下研發(fā)人才國際競爭——規(guī)律、影響及我國應(yīng)對措施[J];科學(xué)學(xué)研究;2009年05期

9 黃清達(dá);;關(guān)于建設(shè)江西金融商務(wù)區(qū)的調(diào)查與思考[J];金融與經(jīng)濟(jì);2012年08期

10 徐豐年;實施人才戰(zhàn)略 合理利用人才[J];農(nóng)場經(jīng)濟(jì)管理;2003年01期

相關(guān)碩士學(xué)位論文 前2條

1 費(fèi)飛;高層次人才引進(jìn)政策分析[D];鄭州大學(xué);2010年

2 翟順河;柔性人才管理機(jī)制研究[D];天津大學(xué);2012年

本文編號：2391039