中国创新型人才管理的静态化倾向之应对——人才系统职业生命周期结构的动态优化  

Static Tendency and Its Countermeasures in Innovative Talents Management in China--Dynamic Optimization for Career Lifecycle Structure of Talent System

作　　者：张智光[1] ZHANG Zhi-guang(College of Economics and Management,Nanjing Forestry University,Nanjing 210037,China)

机构地区：[1]南京林业大学经济管理学院,江苏南京210037

出　　处：《系统科学学报》2025年第1期154-160,共7页Chinese Journal of Systems Science

基　　金：江苏省科技厅软科学研究项目(BR2015066)。

摘　　要：中国许多组织中对于创新型人才的管理普遍存在静态化倾向,同时关于人才结构动态优化的学术研究也比较薄弱。在对中国静态化管理问题进行深入剖析的基础上,运用领导生命周期理论和系统科学方法,对波士顿模型进行改进,构建创新型人才系统职业生命周期结构的动态演化模型。据此对人才结构的动态优化策略和管理流程系统进行研究。由此得出结论:对一个组织的金牛类、明星类、幼童类和陷阱类人员子系统应分别采取“稳定收获”“吉星跃升”“新锐试水”和“祛瘀生新”等优化策略,而对创新型人才整体系统应采取“月牙长辉”优化策略。最后对上述策略的实施提出具体建议。There exists a universal static tendency in innovative talents management in many Chinese organizations.At the same time,academic researches on dynamic optimization of talent structure are not profound enough.The problems of static management for innovative talents in China are analyzed deeply at the beginning of the paper.To solve the problems,a dynamic evolution model of the career lifecycle structure of a talent system is established by modifying Boston model according to the lifecycle theory of leadership and system science method.Hereby,strategies and management process system for dynamic optimization of talent structure are researched.Thus it is concluded that“steady harvesting”“star rising”“promising new person trying”and“stasis-removing and new-promoting”optimizing strategies are suited to“cow”“star”“child”and“pitfall”staff subsystems respectively,and that“crescent long shining”optimizing strategy should be used in the whole system of innovative talents in an organization.Finally,some concrete proposals to implement the above strategies are put forward.

关 键 词：创新型人才 职业生命周期 波士顿矩阵 系统结构 动态优化 

分 类 号：N949[自然科学总论—系统科学] C962[经济管理—人力资源管理]