何以激活科技特派员“人才引擎”?——基于福建省的调查  

How to Activate“Talent Engine”of Science and Technology Commissioners?-Based on Investigation in Fujian Province

作　　者：陈诚[1] 何盛嘉 张廷君 Chen Cheng;He Shengjia;Zhang Tingjun

机构地区：[1]福建师范大学文化旅游与公共管理学院

出　　处：《中国人事科学》2024年第12期57-69,共13页Chinese Personnel Science

摘　　要：科技特派员作为党的“三农”政策的宣传队、农业科技的传播者、农民脱贫致富的带头人,是服务“三农”、服务基层、服务企业的重要力量,加强其人才队伍建设也成为推进科技特派员工作的重要保障。福建省作为科技特派员制度的发源地,对其人才队伍建设进行研究具有重大的理论意义和现实意义。文章通过访谈法和问卷调查法,发现当前福建省科技特派员人才队伍建设和培养工作已取得一定成效,但仍存在经费支持和精神激励不到位、相关工作经历与个人职业发展关联度较弱、培训质量较低等问题。在未来工作中,需要通过优化选认模式,强化培训效能,改进考核体系,完善激励机制,加大对科技特派员经费和创业支持力度等举措,有效发挥科技特派员的“人才引擎”作用。As the communication team of the Party’s“Three Rural Issues”policy,the disseminator of agricultural science and technology,and the leader of poverty alleviation and wealth creation for farmers,science and technology commissioners are an important force in serving the“Three Rural Issues”,serving the community level and serving the enterprise.Strengthening the talent team construction has also become an important guarantee for promoting the work of science and technology commissioners.As the birthplace of the science and technology commissioner system,studying the construction of the talent team in Fujian Province has significant theoretical and practical significance.This paper finds through interview and questionnaire survey methods that the current construction and training of the talent team for science and technology commissioners in Fujian Province has achieved certain results,but there are still problems such as insufficient financial support and spiritual incentives,low correlation between relevant work experience and personal career development,and low training quality.In future work,it is necessary to optimize the selection mode,strengthen the training effectiveness,improve the assessment system,perfect the incentive mechanism,increase the funding and entrepreneurial support for science and technology commissioners,and effectively play the role of science and technology commissioners as a“talent engine”.

关 键 词：科技特派员 人才队伍建设 重要性-绩效分析模型 

分 类 号：C96[经济管理—人力资源管理]