发展新质生产力视域下人才管理体制机制创新论析  

On the Innovation of Talent Management System and Mechanism from the Perspective of Developing New Quality Productive Forces

作　　者：胡仙芝 李莉[1,2] 徐佳虎 Hu Xianzhi;Li Li;Xu Jiahu(Party School of the Central Committee of C.P.C.,Bejing 100091,China;Beijing Union University,Beijing 100101,China)

机构地区：[1]中共中央党校,北京100091 [2]北京联合大学,北京100101

出　　处：《贵州省党校学报》2024年第3期70-79,共10页Journal of Guizhou Provincial Party School

基　　金：2023年度中央党校(国家行政学院)重大理论和现实问题研究专项课题(项目批准号:2023YB028);国家社科基金项目(项目批准号:20GLX011)的阶段性研究成果。

摘　　要：按照新质生产力发展的需求,检视我国人才管理体制机制的现状,发现还存在选人机制不科学、人才识别难,育才机制跟不上、人才成长慢,引才机制不灵活、人才管理僵化,市场机制运用不当、人才竞争无序,管理制度不科学、人才满意度低等堵点卡点。打通束缚人才管理体制机制的诸多堵点问题,需要树立战略性人力资源和人才管理的高层理念,建立科学的选人、引人、用人、育人、留人机制与制度,并优化人才环境,建立能使一流人才发挥作用的国际化机制等。Based on the needs of the development of new productive forces,this paper examines the current situation of China's talent management system and mechanism,and some blocking points and stuck points are found in the talent systems,such as the unscientific talent selection mechanisms,difficult talent identification,inadequate talent cultivation mechanisms,slow talent growth,inflexible talent attraction mechanisms,and rigid talent management,inappropriate use of market mechanisms,disorderly talent competition,unscientific management systems,and low talent satisfaction,and so on.To overcome these obstacles,it is necessary to establish a high-level concept of strategic human resources and talent management;Establish a scientific mechanism and system for selecting,attracting,employing,nurturing,and retaining talents,optimize the talent environment,and establish an international mechanism that can enable first-class talents to play a role.

关 键 词：新质生产力 人才管理 人才体制机制创新 

分 类 号：C962[经济管理—人力资源管理] F124