摘要
高校智库是中国特色新型智库的重要组成部分,其人员构成、运行目标和运营机制有着诸多特殊之处,这给其人才激励制度带来巨大的挑战。目前高校智库在人才激励制度上进行了诸多创新以适应其角色和任务,但依然存在绩效评估方式简单化和单一化、激励方式与智库人才需求错位、人才流转渠道不畅等问题。为增进高校智库效能,更好发挥智库人才的作用,应树立对于高校智库的正确认知,采取基于内在需求的综合性激励手段,采用多元化成果认定方式,建立灵活通畅的智库人才流动机制。
University think tanks are an important component of the new type of think tanks with Chinese characteristics.Their personnel composition,operational goals,and op-erating mechanisms have many unique features,which present significant challenges to their talent incentive systems.Currently,university think tanks have introduced many innovations in their talent incentive systems to adapt to their roles and tasks.However,there are still is-sues such as oversimplified and uniform performance evaluation methods,mismatches be-tween incentive methods and the needs of think tank talents,and obstructed channels for tal-ent circulation.To enhance the effectiveness of university think tanks and better leverage the roles of think tank talents,it is essential to establish a correct understanding of university think tanks,adopt comprehensive incentive measures based on intrinsic needs,implement diversified methods of result recognition,and establish flexible and smooth mechanisms for the flow of think tank talents.
作者
胡薇
王彦超
HU Wei;WANG Yan-chao(Chinese Academy of Social Sciences Evaluation Studies,Beijing 100732,China)
出处
《高等教育研究》
CSSCI
北大核心
2024年第3期74-80,共7页
Journal of Higher Education
关键词
高校智库
人力资源
激励制度
university think tanks
human resources
incentive mechanisms
作者简介
胡薇(1977-),女,北京人,中国社会科学评价研究院机构与智库评价研究室主任,研究员,法学博士,从事智库评价与智库建设国际比较研究;王彦超(1991-),女,北京人,中国社会科学评价研究院机构与智库评价研究室助理研究员,从事智库评价研究。
