基于TOPSIS法的我国科技人才开发水平评价研究
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摘要
随着科技强国、人才强省战略的推进,改革开放以来,东部地区的发展形成了人才聚集地,西部地区最近几年的推出的吸引人才的优惠政策是否起到了一定的作用,中央关于促进中部崛起战略的实施又使得科技人才开发面临着机遇。在这个知识经济时代的人才争夺当中,人才的力量决定经济发展的快慢,为了防止人才流失,为了使我国的科技人才开发达到较好的水平,缩小各个地区科技人才开发水平的差距,从而缩小地区间贫富差距。因此如何指导我国科技人才队伍建设,平衡科技人才的利用,最大限度的开发人才,利用人才,为我国科技人才工作提供依据,成为目前的重要研究课题。
国内外关于科技人才开发的研究多注重于宏观政策理念分析以及科技资源投入产出效率的研究。本文认为科学合理的科技人才开发策略是建立在深入分析我国科技人才开发现状、过程以及开发水平的基础之上的。因此本文采用了比较分析、理论分析与实证研究、定性与定量相结合的研究方法,立足于科学评价我国科技人才开发的水平,期望为目前科技人才队伍的建设提供一定的参考。本文在现有科技人才开发水平的研究基础之上,并结合国家科技统计相关数据资料,构建了由“政府工作力度”和“科技人才投资收益”构成的2个一级指标、由“对科技人才的重视程度”、“对科技人才的激励”“人才市场环境”、“人才开发成果”、“现有科技机构情况”、“科技人才市场化程度”、“人才资源丰度”构成的7个二级指标以及其下的20个具体的三级指标构成的三级指标体系,运用层次分析法确定多级指标的各个权重,然后运用TOPSIS模型法对我国31个省市的科技人才开发水平进行实证分析,根据31个省市科技人才开发水平的优劣程度进行全排序,并将31个省市的科技人才开发水平归结为三类:较好、一般、较差。并以广东省和河南省为例分析了科技人才开发水平存在差异的原因:政府支持力度偏颇、人才市场环境的差异、科技人才激励不足。基于差异的原因分析结果提出了提高我国科技人才开发水平的三大对策建议:(1)加大政府投入力度,包括加大政府人力资本投入力度和加大政府对科技的财政支出;(2)设立良好的科技人才开发环境,包括体制及政策环境、人文意识环境、研发硬件和软件环境;(3)完善科技人才激励机制,包括建立全面完善的薪酬体系,正确构建评价机制,实行评估激励,规范科技人才的约束机制等。以期对我国科技人才队伍的建设提供科学的参考依据。
After reform and open policy, with the advancement of technical powerful nation and the strategy of talented person strong province, eastern area's development formed the talented person to gather the place. Whether the attraction talented person’s preferential policy did play certain role that the western area promotes. Central rises the strategic implementation about the promotion of middle area brings an opportunity for the development of Scientists and technicians. In this era of knowledge economy, the forces of talents determine the development of the economy. In order to prevent the loss of talented people and make a better level on exploitation of our scientific talents, make the gap of each district technology talent development and reduce the level of regional gap between rich and poor. Therefore, how to instruct the construction of our country scientists and technicians troop, which provides the basis of works for our country scientists and technicians, which becomes the important topic at present.
The domestic and foreign multi-attention puts into production the efficiency in the macroscopic policy idea analysis as well as the technical resources the research about the research on the exploitation of technology talents. This article thought the reasonable strategy of scientists and technicians’development are the establishment of analyzing our country scientists and technicians to develop the present situation, the process as well as above the development level foundation thoroughly. Therefore this article used the research technique which the comparative analysis, the theoretical analysis and the real diagnosis research, qualitative and the quota unifies, basing on the level in the science which our country scientists and technicians develop, to expect to provide certain reference for scientists and technicians troop's construction at present.
This article is based on the existing research about scientists and technicians development level, and unified the national science and technology statistical dependence data material, Constructed by "government efforts" and "scientific and technological personnel investment gains" of two first-order index, of by "government of technological talents value degree", "government of technological talents incentive" "talent market environment", "talent development achievements" and "existing technology agency condition", "scientific and technological personnel the degree of marketization", "talent resource abundance" consisting of seven secondary indexes and twenty-third index system. This article determined multistage target each weight by utilizing analytic hierarchy process, then carries on the real diagnosis analysis using the TOPSIS modeling for our country 31 provinces and cities scientists and technicians development levels, then carried on the entire sorting according to various areas scientists and technicians development level fit and unfit quality degree. And summary development level of technology talents to three categories: better, general, poorer. And this paper takes Guangdong province and Henan province as an example, analyzes the reasons of the differences between science and technology talent development level: the government support biased, talent market environment difference, scientific and technological personnel incentive inadequate. Based on the reason for the difference between the analysis results ,this paper puts forward to three Suggestions on improving our scientific talent development level: (1) increasing government investment, including increase government human capital investment and increase government fiscal expenditure on science and technology; (2) establish good environment of technology talent's development;(3) improve technology talent incentive mechanism, including the establishment of a comprehensive perfect salary system of constructing evaluation mechanism, correct, implement evaluation incentive, standardize technology talent constraint mechanism, etc. hoping provides the scientific reference for construction of our scientists and technicians troop's of our country.
国内外关于科技人才开发的研究多注重于宏观政策理念分析以及科技资源投入产出效率的研究。本文认为科学合理的科技人才开发策略是建立在深入分析我国科技人才开发现状、过程以及开发水平的基础之上的。因此本文采用了比较分析、理论分析与实证研究、定性与定量相结合的研究方法,立足于科学评价我国科技人才开发的水平,期望为目前科技人才队伍的建设提供一定的参考。本文在现有科技人才开发水平的研究基础之上,并结合国家科技统计相关数据资料,构建了由“政府工作力度”和“科技人才投资收益”构成的2个一级指标、由“对科技人才的重视程度”、“对科技人才的激励”“人才市场环境”、“人才开发成果”、“现有科技机构情况”、“科技人才市场化程度”、“人才资源丰度”构成的7个二级指标以及其下的20个具体的三级指标构成的三级指标体系,运用层次分析法确定多级指标的各个权重,然后运用TOPSIS模型法对我国31个省市的科技人才开发水平进行实证分析,根据31个省市科技人才开发水平的优劣程度进行全排序,并将31个省市的科技人才开发水平归结为三类:较好、一般、较差。并以广东省和河南省为例分析了科技人才开发水平存在差异的原因:政府支持力度偏颇、人才市场环境的差异、科技人才激励不足。基于差异的原因分析结果提出了提高我国科技人才开发水平的三大对策建议:(1)加大政府投入力度,包括加大政府人力资本投入力度和加大政府对科技的财政支出;(2)设立良好的科技人才开发环境,包括体制及政策环境、人文意识环境、研发硬件和软件环境;(3)完善科技人才激励机制,包括建立全面完善的薪酬体系,正确构建评价机制,实行评估激励,规范科技人才的约束机制等。以期对我国科技人才队伍的建设提供科学的参考依据。
After reform and open policy, with the advancement of technical powerful nation and the strategy of talented person strong province, eastern area's development formed the talented person to gather the place. Whether the attraction talented person’s preferential policy did play certain role that the western area promotes. Central rises the strategic implementation about the promotion of middle area brings an opportunity for the development of Scientists and technicians. In this era of knowledge economy, the forces of talents determine the development of the economy. In order to prevent the loss of talented people and make a better level on exploitation of our scientific talents, make the gap of each district technology talent development and reduce the level of regional gap between rich and poor. Therefore, how to instruct the construction of our country scientists and technicians troop, which provides the basis of works for our country scientists and technicians, which becomes the important topic at present.
The domestic and foreign multi-attention puts into production the efficiency in the macroscopic policy idea analysis as well as the technical resources the research about the research on the exploitation of technology talents. This article thought the reasonable strategy of scientists and technicians’development are the establishment of analyzing our country scientists and technicians to develop the present situation, the process as well as above the development level foundation thoroughly. Therefore this article used the research technique which the comparative analysis, the theoretical analysis and the real diagnosis research, qualitative and the quota unifies, basing on the level in the science which our country scientists and technicians develop, to expect to provide certain reference for scientists and technicians troop's construction at present.
This article is based on the existing research about scientists and technicians development level, and unified the national science and technology statistical dependence data material, Constructed by "government efforts" and "scientific and technological personnel investment gains" of two first-order index, of by "government of technological talents value degree", "government of technological talents incentive" "talent market environment", "talent development achievements" and "existing technology agency condition", "scientific and technological personnel the degree of marketization", "talent resource abundance" consisting of seven secondary indexes and twenty-third index system. This article determined multistage target each weight by utilizing analytic hierarchy process, then carries on the real diagnosis analysis using the TOPSIS modeling for our country 31 provinces and cities scientists and technicians development levels, then carried on the entire sorting according to various areas scientists and technicians development level fit and unfit quality degree. And summary development level of technology talents to three categories: better, general, poorer. And this paper takes Guangdong province and Henan province as an example, analyzes the reasons of the differences between science and technology talent development level: the government support biased, talent market environment difference, scientific and technological personnel incentive inadequate. Based on the reason for the difference between the analysis results ,this paper puts forward to three Suggestions on improving our scientific talent development level: (1) increasing government investment, including increase government human capital investment and increase government fiscal expenditure on science and technology; (2) establish good environment of technology talent's development;(3) improve technology talent incentive mechanism, including the establishment of a comprehensive perfect salary system of constructing evaluation mechanism, correct, implement evaluation incentive, standardize technology talent constraint mechanism, etc. hoping provides the scientific reference for construction of our scientists and technicians troop's of our country.
引文
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[2]洪佳丽.论发展中国家的人才流失及对策.湖北经济学院学报:人文社会科学版,2008年第1卷第5期
[3] Rousseau, S, Rousseau, R. Data envelopment analysis as a tool for constructing scientometric indicators, Scienometrics, 1997, 40:45~56
[4] So Young Sohn, Tae Hee Moon. Decision Tree based on data envelopment analysis for effective technology commercialization Expert Systems with Applications, Volume 26,Issue 2,2004,2:279~284
[5] Chiang Kao. Hsi-Tai Hung,Efficiency analysis of university departments:An empirical study omega,Volume 36,Issue 4,2008,8:653~664
[6] [16]Banker RD,Kauffman RJ,Morey RC,Measuring gains in operational efficiency from information technology:a study of the positran deployment at Hardee’s Inc. Journal of Management Information Systems,1990,7(2):29~54
[7] Weining Mao,Won W.Koo. Productivity growth,technological progress,and efficiency change in chinese agriculture after rural economic reforms:A DEA approach , China Economic Review,Volume 8,Issue 2,1997,8:157~174
[8] Ray S. Resource-use efficiency in public schools:a study of Connecticut data, Management Science,1991,37:1620~1628
[9] Devesh Verma, Kingshuk K. Sinha. Toward a theory of project interdependencies in high tech R&D environments,Journal of Operations Management,Volume 20, Issue 5,2002,12:451~468
[10] Budsakorn Watcharasriroj,John C.S.Tang,The effects of size and information technology on hospital efficiency,The Journal of High Technology Management Research,Volume 15,Issue 1,2004,2:1~16
[11] Natali Hritonenko. Modeling of optimal investment in science and technology Nonlinear Analysis: Hybrid Systems, Volume 2,Issue 2,2008,6:220~230
[12] Barbara L .Ran, Gary A. Adams. Attracting retirees to apply: desired organizational characteristics of bridge employment, Journal of Organizational Behavior,2005,26(6):649-695
[13] Douglas C, Maynard, Todd J, Thorsteinson ,Natalya M, Parfyonora. Reasons for working part-time: Subgroup differences in job attitudes and turnover intentions, Career Development International,2006,11(2):145
[14] Dyuti S, Banerjee, Noel Gaston. Labour market signaling and job turnover revisited, Labour Economics,2004,11:599-622
[15] Daft, R. L. Organization Theory&Design, South-Western College Publishing,1997
[16]王霞.我国科技人力资源评价指标体系研究.博士论文,北京:北京理工大学,2003
[17] Band yopadhyay. Debsais On the model selection to represent human capital distribution-an empirical study Journal of Statistical Planning and Inference,2003(1):13-220
[18] Becker, G. S. Human Capital Columbia University Press,1964
[19]梁静国.科研院所综合实力评估方法实践[J].决策与决策支持系统,1994,4(3):64-70
[20]刘文达,邰忠智,李光泽.浅谈高校科研评估体系的构建.科技管理研究,1999(1):16-18
[21]胡宝民,王丽丽,祝惠青.高等学校科研机构评价指标及有效性评估模型研究[J].技术经济,2000(5):55-57.
[22]王平心,梁颖庄,韩英等.高校内部投入产出关系研究[J].西安交通大学学报(社会科学版).1999(01):65-69
[23]毛军文,刘超,施红等.科技攻关课题检查验收综合评价方法的建立和应用[J].中华医学科研管理杂志.1997(01):38-39
[24]赵彦云.中国国际竞争力发展报告(1999)-科技竞争力主题.北京:中国人民大学出版社,1999
[25]李志刚,汤书昆.科技中介服务业建设水平评价指标体系研究[J] .科学与科学技术管理,2004:88～91
[26]谢作渺,姜彦福,林强.我国科研体制评价体系的建立与评价.科学学与科学技术管理,2003:11～14
[27]李健宁.高等学校学科竞争力评价研究:[博士学位论文],上海;华东师范大学,2004
[28]庞景安,张玉华.中国科技期刊综合评价指标体系的研究.中国科技期刊研究,2000:217～219
[29]兰玉杰,陈晓剑.企业人才资源评价指标体系研究,数量经济技术经济研究,2001:74-77
[30]崔国瑞.高新技术企业综合发展能力评价研究:[硕士学位论文],成都;四川大学,2003
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