摘要
在全球格局深度变革与中国式现代化加速推进的关键时期,央企智库作为国资央企战略决策的核心智囊与高质量发展的创新驱动,其人才队伍建设的重要性愈发凸显。深度剖析新时代央企智库人才队伍建设面临的困境,开创性构建“多维立体引才模型”,并系统性提出涵盖人才引进、培养、任用、考评及激励的全周期创新机制。研究显示,通过实施差异化岗位配置、项目化成长路径、市场化考核体系及多元化价值激励,能够有效攻克智库人才“引不来、留不住、用不好”的难题,为中国特色新型智库建设提供可推广、可复制的人才发展经验。
In the critical period of the deep transformation of the global pattern and the accelerated advancement of Chinese-style modernization,as the core think-tank for the strategic decision-making of state-owned central enterprises and the innovation driver for their high-quality development,the talent team construction of central enterprise think tanks has become increasingly prominent.This paper deeply analyzes the dilemmas faced by the talent team construction of central enterprise think tanks in the new era,creatively constructs a''multi-dimensional threedimensional talent introduction model",and systematically proposes a full-cycle innovation mechanism covering talent introduction,cultivation,employment,evaluation,and incentive.The research shows that by implementing differentiated post allocation,project-based growth paths,a market-oriented assessment system,and diversified value incentives,it is possible to effectively overcome the problems of difficulty in attracting,retaining,and making good use of think-tank talents,and provide a replicable and promotable talent development model for the construction of new-type think tanks with Chinese characteristics.
作者
王宏岗
徐梦堃
熊慧中
Wang Honggang;Xu Mengkun;Xiong Huizhong(SINOPEC Economics&Development Research Institute Company Limited,China Petrochemical Consulting Company Limited,Beijing 100029,China)
出处
《当代石油石化》
2025年第4期54-57,共4页
Petroleum & Petrochemical Today
关键词
央企智库
人才发展生态
立体引才
全周期激励机制
central enterprise think tank
talent development ecology
three-dimensional talent introduction
fullcycle incentive mechanism
