突出專業引領 強化考核激勵 “盤活”企業內部人才資源 |
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2020年(nian)9月(yue)，“山西(xi)新(xin)華化工(gong)有限(xian)責任(ren)公司(si)”正(zheng)式更名(ming)為(wei)“山西(xi)新(xin)華防(fang)化裝備研(yan)究(jiu)院有限(xian)公司(si)”，標志著研(yan)究(jiu)院開啟了(le)創(chuang)建科(ke)技(ji)創(chuang)新(xin)型企業的新(xin)征程。為(wei)充(chong)分釋放科(ke)技(ji)人(ren)(ren)才(cai)(cai)(cai)創(chuang)新(xin)活力(li)(li)(li)，更加有力(li)(li)(li)地(di)支(zhi)撐研(yan)究(jiu)院發展(zhan)戰略，研(yan)究(jiu)院重新(xin)制定了(le)《科(ke)技(ji)人(ren)(ren)才(cai)(cai)(cai)庫(ku)人(ren)(ren)才(cai)(cai)(cai)管理(li)辦法(fa)》，對科(ke)技(ji)人(ren)(ren)才(cai)(cai)(cai)庫(ku)人(ren)(ren)才(cai)(cai)(cai)進行(xing)了(le)重新(xin)選聘。在人(ren)(ren)才(cai)(cai)(cai)選聘工(gong)作中(zhong)更加突(tu)出科(ke)技(ji)引領(ling)，加大了(le)對關鍵(jian)核心領(ling)域領(ling)軍人(ren)(ren)才(cai)(cai)(cai)的考核激勵力(li)(li)(li)度(du)，有效“盤活”了(le)企業內部人(ren)(ren)才(cai)(cai)(cai)資源(yuan)。 突出專業引領，科技人才選拔緊緊抓住“核心關鍵” 科(ke)(ke)技(ji)(ji)人(ren)才(cai)，特(te)別是(shi)(shi)領(ling)軍人(ren)才(cai)，是(shi)(shi)決(jue)定研(yan)究(jiu)院發(fa)展(zhan)的(de)關(guan)鍵(jian)，是(shi)(shi)企業的(de)核(he)(he)心競爭力。抓住(zhu)“核(he)(he)心關(guan)鍵(jian)”這個牛鼻(bi)子，就可以盤活研(yan)究(jiu)院人(ren)才(cai)工作的(de)全局(ju)。為(wei)此，研(yan)究(jiu)院一是(shi)(shi)堅(jian)持問(wen)題導(dao)向(xiang)(xiang)，突出(chu)專業引領(ling)，結合(he)“十四五”產業發(fa)展(zhan)方向(xiang)(xiang)，明確了六(liu)個核(he)(he)心關(guan)鍵(jian)領(ling)域，并在(zai)這些領(ling)域設置(zhi)了首席專家，對應選(xuan)(xuan)拔出(chu)科(ke)(ke)技(ji)(ji)人(ren)才(cai)充實到人(ren)才(cai)庫中，既為(wei)研(yan)究(jiu)院的(de)長遠發(fa)展(zhan)儲備了核(he)(he)心人(ren)才(cai)，也為(wei)研(yan)究(jiu)院廣大科(ke)(ke)技(ji)(ji)人(ren)員(yuan)明確了發(fa)展(zhan)方向(xiang)(xiang)；二是(shi)(shi)堅(jian)持優中選(xuan)(xuan)優，精(jing)干高效(xiao)。本次人(ren)才(cai)庫重新(xin)選(xuan)(xuan)聘后，科(ke)(ke)技(ji)(ji)人(ren)才(cai)庫入庫人(ren)才(cai)由52名精(jing)簡為(wei)32名，更加(jia)有利于將有限的(de)科(ke)(ke)研(yan)資源向(xiang)(xiang)關(guan)鍵(jian)核(he)(he)心領(ling)域傾斜，更加(jia)有利于集聚各方資源培育扶持研(yan)究(jiu)院科(ke)(ke)技(ji)(ji)發(fa)展(zhan)“領(ling)頭羊”。 強化考核激勵，合理運用考核激勵導向驅動人才 要最(zui)(zui)大(da)限度(du)(du)地激發科(ke)技(ji)(ji)(ji)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)的創(chuang)造活力(li)，還(huan)需要科(ke)學(xue)有效的機制(zhi)來牽引和激勵。研(yan)究(jiu)院(yuan)通過細化(hua)考(kao)評(ping)(ping)(ping)(ping)體系(xi)、量化(hua)考(kao)評(ping)(ping)(ping)(ping)指(zhi)標(biao)給(gei)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)定任(ren)務(wu)、壓擔子。在(zai)簽訂任(ren)期（年(nian)(nian)(nian)(nian)度(du)(du)）崗位履職(zhi)(zhi)責任(ren)書時(shi)，就將(jiang)(jiang)(jiang)研(yan)究(jiu)院(yuan)科(ke)技(ji)(ji)(ji)發展(zhan)規劃(hua)、年(nian)(nian)(nian)(nian)度(du)(du)重點(dian)(dian)科(ke)研(yan)任(ren)務(wu)等(deng)指(zhi)標(biao)合理分(fen)(fen)解(jie)后納入(ru)責任(ren)書，并(bing)在(zai)責任(ren)書中(zhong)明確(que)完成(cheng)標(biao)志和時(shi)間節(jie)點(dian)(dian)等(deng)，給(gei)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)定任(ren)務(wu)。在(zai)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)評(ping)(ping)(ping)(ping)價工(gong)作(zuo)中(zhong)，將(jiang)(jiang)(jiang)評(ping)(ping)(ping)(ping)價項(xiang)目(mu)細分(fen)(fen)為(wei)重點(dian)(dian)工(gong)作(zuo)任(ren)務(wu)、創(chuang)新(xin)創(chuang)效成(cheng)果、團隊建設等(deng)6大(da)項(xiang)20個小項(xiang)，同時(shi)將(jiang)(jiang)(jiang)每個評(ping)(ping)(ping)(ping)價項(xiang)目(mu)都量化(hua)為(wei)具體的指(zhi)標(biao)分(fen)(fen)值，并(bing)根(gen)據(ju)(ju)相應的完成(cheng)情(qing)況明確(que)了(le)得分(fen)(fen)區間。根(gen)據(ju)(ju)評(ping)(ping)(ping)(ping)價得分(fen)(fen)將(jiang)(jiang)(jiang)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)評(ping)(ping)(ping)(ping)價結果劃(hua)分(fen)(fen)為(wei)優秀(xiu)、稱(cheng)職(zhi)(zhi)、基本稱(cheng)職(zhi)(zhi)和不稱(cheng)職(zhi)(zhi)，年(nian)(nian)(nian)(nian)度(du)(du)考(kao)核評(ping)(ping)(ping)(ping)價結果為(wei)“不稱(cheng)職(zhi)(zhi)”的，或連續兩個年(nian)(nian)(nian)(nian)度(du)(du)考(kao)核評(ping)(ping)(ping)(ping)價結果為(wei)“基本稱(cheng)職(zhi)(zhi)”的，將(jiang)(jiang)(jiang)解(jie)聘人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)資格。研(yan)究(jiu)院(yuan)完善(shan)了(le)科(ke)技(ji)(ji)(ji)人(ren)(ren)(ren)(ren)(ren)(ren)員激勵制(zhi)度(du)(du)，根(gen)據(ju)(ju)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)工(gong)作(zuo)業績、能力(li)貢(gong)獻(xian)，通過工(gong)資收(shou)(shou)(shou)(shou)(shou)入(ru)、人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)兌現、科(ke)學(xue)技(ji)(ji)(ji)術獎(jiang)勵等(deng)多形式激勵人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)。研(yan)究(jiu)院(yuan)首席專家(jia)對標(biao)中(zhong)層(ceng)正職(zhi)(zhi)平均(jun)收(shou)(shou)(shou)(shou)(shou)入(ru)，預計年(nian)(nian)(nian)(nian)人(ren)(ren)(ren)(ren)(ren)(ren)均(jun)收(shou)(shou)(shou)(shou)(shou)入(ru)可(ke)提高(gao)5－10萬元(yuan)；領域(yu)帶頭人(ren)(ren)(ren)(ren)(ren)(ren)對標(biao)中(zhong)層(ceng)副職(zhi)(zhi)平均(jun)收(shou)(shou)(shou)(shou)(shou)入(ru)，預計年(nian)(nian)(nian)(nian)人(ren)(ren)(ren)(ren)(ren)(ren)均(jun)收(shou)(shou)(shou)(shou)(shou)入(ru)可(ke)提高(gao)3－8萬元(yuan)。除此之外(wai)，科(ke)技(ji)(ji)(ji)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)還(huan)可(ke)享受各類科(ke)學(xue)技(ji)(ji)(ji)術獎(jiang)勵。現在(zai)，研(yan)究(jiu)院(yuan)核心關鍵領域(yu)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)薪酬水(shui)平大(da)幅提高(gao)，收(shou)(shou)(shou)(shou)(shou)入(ru)將(jiang)(jiang)(jiang)趕超研(yan)究(jiu)院(yuan)中(zhong)層(ceng)管理人(ren)(ren)(ren)(ren)(ren)(ren)員收(shou)(shou)(shou)(shou)(shou)入(ru)，達到了(le)鼓勵科(ke)技(ji)(ji)(ji)人(ren)(ren)(ren)(ren)(ren)(ren)員鎖定職(zhi)(zhi)業發展(zhan)目(mu)標(biao)、專心致志搞科(ke)研(yan)的積極作(zuo)用，同時(shi)也最(zui)(zui)大(da)限度(du)(du)地激發和釋(shi)放了(le)科(ke)技(ji)(ji)(ji)人(ren)(ren)(ren)(ren)(ren)(ren)才(cai)的創(chuang)新(xin)創(chuang)造活力(li)。 量身定制培養，找到短板制定對策 助力人才發展 要充分發揮人(ren)(ren)才(cai)作用，必須引導(dao)人(ren)(ren)才(cai)在專(zhuan)業理論和(he)業務(wu)能力(li)上(shang)不斷提升。研究院針對(dui)每位(wei)人(ren)(ren)才(cai)的(de)優劣(lie)勢(shi)，幫助人(ren)(ren)才(cai)分析找對(dui)發展“短板”，動員各方(fang)資源，通(tong)過搭(da)建(jian)平臺、建(jian)立制度、落(luo)實措施補(bu)齊人(ren)(ren)才(cai)“短板”。對(dui)標集(ji)(ji)團(tuan)公(gong)司(si)(si)級(ji)科(ke)(ke)技(ji)帶(dai)頭人(ren)(ren)、集(ji)(ji)團(tuan)公(gong)司(si)(si)級(ji)青年科(ke)(ke)學家(jia)評(ping)選條件，在學歷、資歷、理論水平、創新創效成(cheng)果、組(zu)織協(xie)調能力(li)等各方(fang)面(mian)為人(ren)(ren)才(cai)“鋪路搭(da)橋(qiao)”，讓(rang)“偏科(ke)(ke)生”全面(mian)發展，各方(fang)面(mian)能力(li)齊頭并進(jin)，進(jin)入“企(qi)業級(ji)科(ke)(ke)技(ji)骨干－企(qi)業級(ji)領(ling)域帶(dai)頭人(ren)(ren)－企(qi)業級(ji)首席專(zhuan)家(jia)－集(ji)(ji)團(tuan)公(gong)司(si)(si)級(ji)科(ke)(ke)技(ji)帶(dai)頭人(ren)(ren)－集(ji)(ji)團(tuan)公(gong)司(si)(si)級(ji)首席專(zhuan)家(jia)”五級(ji)通(tong)道快速(su)成(cheng)長，不斷帶(dai)動和(he)影響防化人(ren)(ren)才(cai)隊(dui)伍成(cheng)長壯大。（新華防化裝備(bei)研究院） |
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