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目的通过对中国疾病预防控制中心某直属事业单位人员流动情况进行分析,了解流动人员的特点,为探讨高层次疾病防控人力资源规划及管理提供依据。方法对该单位2006-2013年流动人员基本情况进行定量分析,同时对部分流出人员进行访谈。结果 2006-2013年间,人员流入数量为81,大于人员流出数量46人,人员流入数量近年来呈增加趋势。在构成上,流入人员以硕士以上学历为主,副高以下职称为主,年龄以35岁以下为主,流入渠道以应届毕业生为主;流出人员以博士为主,副高职称,年龄在36~40岁为主,流出数量在2013年出现高峰,流出去向主要集中在国际组织和企业、科研机构;流入流出人员的工龄均以10年以下为主,但流入人员人力综合素质评分低于流出人员。访谈结果显示流出去向为企业和国际组织的年收入高。结论该单位流入人员专业技术资历相对低于流出人员,存在骨干人才流失现象,亟需加强现代人力资源管理,稳定人才队伍。
Objective To understand the characteristics of migrant workers by analyzing the mobility of personnel in a unit directly under the China Center for Disease Control and Prevention to provide basis for the study on planning and management of human resources in prevention and control of high-level diseases. Methods Quantitative analysis of the basic situation of the floating population in the unit from 2006 to 2013, and interviewed some outflow personnel at the same time. Results During 2006-2013, the number of personnel inflows was 81, which was larger than 46 personnel outflows. The number of inflows has been increasing in recent years. In the composition, the inflow of personnel to a master’s degree or above, mainly in the following title, the age below 35 years of age, the main channel into the recent graduates; out of the staff to Dr. based, senior titles, age 36 to 40 years of age, the number of outflow peaked in 2013, mainly to the international organizations and enterprises, research institutions; inflow and outflow of staff are mostly 10 years of service life, but the overall quality of the inflow of personnel score lower than Out of the staff. The interviews show that outflows are high in annual revenue for businesses and international organizations. Conclusion The professional technical qualifications of inflow staffs in this unit are relatively lower than that of outflow of personnel, which results in the loss of key talents. It is imperative to strengthen modern human resources management and stabilize the contingent of qualified personnel.