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论文编号：	3859
作者编号：	2120092723
上传时间：	2011/11/29 16:41:48
中文题目：	天津市人才战略定位研究
英文题目：	The classification research of Tianjin talent strategy
指导老师：	王迎军
中文关键字：	天津;人才;战略;定位;政策
英文关键字：	Tianjin;talent;strategy;orientation;policy
中文摘要：	当前，全球经济一体化发展愈加紧密，科技进步日新月异，国家与国家，甚至地区与地区之间的竞争日趋激烈。在此背景下，许多国家和地区都更加重视人才工作，将人才资源作为第一资源，将人才战略作为第一战略。本文旨在对天津市人才发展战略定位作一些粗浅的探讨。论文首先阐述了研究的背景和意义，对人才战略的基本含义以及人才对推动经济社会发展的重要意义进行了说明。同时回顾了人才战略理论、钻石模型理论和政府战略定位理论等相关论文分析需要运用的理论。论文基于现有数据，从人才总量、人才密度、人才结构、人才产出和人才环境等五个方面对天津人才发展现状进行了分析。由此，得出了天津人才发展存在的问题及面临的形势。认为在专业技术人才总量不足，非公有制人才素质有待提高，人才结构还不完善，人才投入不足，发展环境有待优化等等。论文从壮大人才规模、提升人才素质、增强人才竞争比较优势、优化人才环境等四个方面探讨了天津人才战略的目标。阐述了天津人才战略的理论逻辑和战略特色，就是要以机制的创新，比如人才培养机制、选拔任用机制、分配激励机制、评价机制和考核机制等等，带动天津人才战略的创新，提出了天津人才战略的定位。 论文根据之前的分析，提出天津人才发展战略的政策措施，实施人才投资优先的财税金融政策、产学研合作培养创新人才政策、更加开放的人才政策、支撑创新创业创优的人才发展政策、促进人才合理流动的引导政策、平等对待的人才政策、人才流动政策、人才激励保障政策、公共服务政策以及知识产权保护政策等十大政策。同时，为落实这些政策提出了具体的举措，包括加强公务员管理制度建设、推进事业单位用人机制转换、加强高层次创新型人才队伍建设、加强青年专业技术人才培养、加强人才评价体系建设、建立良好的创业平台和环境、适当提高人才薪酬水平、加大对人才工作的投入等八项措施。这些政策和措施的实行必会对天津人才战略发展产生积极的意义。 论文最后提出了本文的创新点，将战略钻石理论进行简化对应，应用到人才战略中进行研究分析，对天津人才战略提出了一些建设性意见。也提出了本文的不足之处，对战略理论的把握和运用还不够成熟，提出的建议与实际工作的衔接上还有差距，同时明确了下一步努力的方向，希望能够在今后的工作和学习中继续为天津人才战略发展做出一些力所能及的努力。
英文摘要：	In recent years, economic globalization develops even faster and closer, scientific technology changes quickly, the competition among countries and regions becomes more and more fierce. In this background, many countries and regions attach more importance on talents, making talents as the foremost resources and strategy. I will discuss on the strategic orientation of talent development in Tianjin. Firstly, I elaborate the background and significance of this research, illustrating the meaning of talent strategy and the importance of talents on the boosting of social and economic development. Meanwhile, I review such necessary theories of thesis analysis as talent strategy theory, diamond model theory and government strategic orientation thesis, etc. Based on available data, I will analyze the status quo of talent development in Tianjin from five aspects, namely, total number of talents, talent density, talent structure, talent output and talent environment. Hence, I obtain the problem and trend of talent development in Tianjin. I consider that the total number of technological talent is not enough, the quality of non state-owned talent shall improve, talent structure is not perfect, talent investment is not enough and development environment shall improve. I will discuss the target of talent strategy in Tianjin from four aspects, which is enlarge talent scale, elevate talent quality, improve talent comparative advantage and optimize talent environment. I will elaborate theoretic logic and strategic characteristic of talent strategy in Tianjin, which is to create new mechanism, for example, talent nurturing, choose and appointment, allocation and encouragement, evaluation and assessment, etc., to innovate the talent strategy in Tianjin. I will also propose the orientation of talent strategy in Tianjin. In accordance with the previous analysis, I will propose 10 foremost policies, which are as follow: 1. financial policy of promoting human resource investment; 2. policy of nurturing creative talent by cooperation of production, study and research; 3. open talent policy with unique competitive edge; 4. talent development policy of supporting all kind of elite to innovate, start a business and chase the excellence; 5. guiding policy of promoting talent to work at the basic level of economic construction; 6. policy of treating each talent equally; 7. policy of talent mobility; 8. scientific and reasonable talent encouragement and ensure policy; 9. public service policy of promoting talent development; 10. policy of protecting intellectual property. Meanwhile, in order to put these policies into practice, I also propose 8 concrete measures, which are: 1. establishment of public servant management system; 2. mechanism transition of institution employment; 3. establishment of high level and innovative talent team; 4. nurturing of young specialized technical talent; 5. establishment of talent evaluation system; 6. establishment of favorable platform for starting a business; 7. rising the payment level of talent; 8. investing more on talent. All the above mentioned policies and measures will certainly contribute to the talent strategic development in Tianjin. Finally, I will present the innovation point of this thesis, applying simplified and corresponding diamond theory to talent strategy and propose some constructive advices on the talent strategy in Tianjin. I will also put forward some shortcomings, for example, the grasp and application of strategic theory is not mature, the suggestion is a little way beyond actual work. Meanwhile, I will also make clear the next step, hoping that I can make all my possible contribution to the development of talent strategy in Tianjin during my works and studies in the future.
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