谈跨世纪后备人才培养中的激励机制  

Incentive Mechanism In Training Reserve Qualificd Persons For New Century

作　　者：李莉[1] 李建华[1] 许正伟 傅小鲁[1] 

机构地区：[1]成都市卫生防疫站,四川成都610021

出　　处：《中国卫生事业管理》2000年第1期55-56,共2页Chinese Health Service Management

摘　　要：为弥补由于历史原因造成的人才断层，解决科技人才青黄不接的现状，我站从１９９５ 年开始实施跨世纪后备学术、技术带头人培养工程。在此过程中我们主要采用了以下激励手段：①目标责任激励：制定三年为一周期的中期目标和符合我站实际、操作性强的六条年责任目标。②利益激励：实施与科研活动相联系的一系列科技奖励制度。③能力、权力、成就激励：提供提高能力和发挥能力的压力和机会。④情感、精神激励。To make up the faultage in qualified personnel cauaed by history reasons and to improve current situation of shortage in scientific researchers,since 1995,our station has implemented the engineeing in training prospective academic and technical leading persons.We have taken some incentive methods of objective and liability,benefit and ability,right and achievement,sensibility and spirit in this procedure of training qualified personnel.By now,the established incentive echanism of training qualified personnel is laying the groundwork for fhe stations sustainable development.

关 键 词：后备人才 激励机制 人才培养 卫生防疫 

分 类 号：R192[医药卫生—卫生事业管理]