构建和完善国家公园人才保障体系研究  

Study on the Construction and Improvement of National Park Talent Guarantee System

作　　者：王尚慧 姜嫄 王泰棋 黄梅[3] 谢晶[3] WANG Shanghui;JIANG Yuan;WANG Taiqi;HUANG Mei;XIE Jing(National Park(Nature Protected Area)Development Centre of NFGA,Beijing 100714;Aspire Information Technology(Beiing)Co.,Ltd.,Beiing 100071;Chinese Academy of Personnel Sciences,Beijing 100101)

机构地区：[1]国家林业和草原局国家公园(自然保护地)发展中心,北京100714 [2]卓望信息技术(北京)有限公司,北京100071 [3]中国人事科学研究院,北京100101

出　　处：《林业经济》2022年第7期67-78,共12页Forestry Economics

摘　　要：建立国家公园体制,是以习近平同志为核心的党中央站在实现中华民族永续发展的战略高度作出的重大决策。构建和完善国家公园人才保障体系,为国家公园建设提供智力支撑和技术保障具有重要的现实意义。文章采用SWOT分析法,对国家公园人才队伍的优势(S)、劣势(W)、机遇(O)、威胁(T)进行系统分析,并对SO、WO、ST、WT组合进行战略分析,利用调研数据进行验证以克服SWOT分析法主观性较强的不足。研究发现:(1)人才结构性短缺。高层次技术人才匮乏,影响了利用大数据技术提升管理效能;执法人员不能满足国家公园严格执法需要,制约了执法适时性和合规性。(2)人才结构不合理。年龄老化,45岁以上占比54%,比林草系统平均占比高4%。学历偏低,大专以上学历占比50%,比林草系统平均占比低2%。(3)人才供给能力不足。供给侧高等院校未开设国家公园管理等专业,开设的相关度较高专业每年仅有400多名毕业生。(4)人才引进渠道不畅。国家公园存在编制、户籍等管理体制瓶颈,考核、待遇等激励机制创新不够,体制机制是需求侧引进人才的刚性制约因素。通过主客观分析验证得出的结论,对于构建国家公园人才保障体系的实现路径和政策设计具有指导意义。提出政策启示:盘活国家公园存量人才,提升其业务能力和综合素质,激发其发挥最大效能;拓宽人才引进渠道,刚性招才和柔性引才有机结合,形成人才良性更新机制;强化与涉林草院校协作,协同培养高层次人才。The establishment of the national park system in China is an important decision made by the Central Committee of the Communist Party of China with Comrade Xi Jinping at its core on the strategy of achieving sustainable development of China. It is of great practical significance to construct and improve the talent guarantee system of national parks to provide intellectual support and technical guarantee for the construction of national parks. SWOT analysis is adopted to systematically analyze the strengths(S),weaknesses(W), opportunities(O)and threats(T)for the talent team of national parks, and carry out strategic analysis on the combination of SO, WO, ST and WT. The data obtained from the survey are validated to overcome the shortcomings of SWOT analysis which is subjective. The results show that:(1)Structural shortage of talents. Lack of high-level technical personnel affects the use of big data technology to improve management efficiency;Law-enforcement personnel can not meet the strict law enforcement needs of national parks, which restricts the timeliness and compliance of law enforcement.(2)Unreasonable talent structure. Aged, over 45 years old account for 54%, 4% higher than the average of forest and grass system. Educational background is relatively low, with college degree or above accounting for 50%, 2% lower than the average of forest and grass system.(3)Insufficient talent supply capacity. Supply-side colleges and universities do not offer majors such as national park management, and those majors with high relevance only produce about400 graduates a year.(4)Talent introduction channels are not smooth. There are bottlenecks in management systems such as authorized strength and household registration in national parks, and lack of innovation in incentive systems such as assessment and treatment. System and mechanism are rigid constraints for talents introduction on the demand side. The conclusions obtained through subjective and objective analysis are of guiding significance to the realization path and

关 键 词：国家公园 人才 保障体系 SWOT分析法 

分 类 号：X36[环境科学与工程—环境工程] C964.2[经济管理—人力资源管理]