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目的:回顾与评价南浔区疾控中心2007-2015年的人力资源流动变化情况,为人力资源合理配置提供决策依据。方法:通过调阅职工人事档案,了解南浔区疾控中心8年来人力资源配置的数量、结构及人力素质综合评分变化情况。结果:2007-2005年间,南浔区疾控中心流进人员30人,流出29人,流进人员平均年龄27.32岁,流出人员平均年龄30.52岁,高学历人员流动频繁,流出人员职称、学历、专业结构以及人力素质综合评分均在一定程度上高于流进人员。结论:2007-2015年南浔区疾控中心人力资源配置在结构和质量上总体提升不明显,存在人才流失现象。人力资源可持续发展面临着一定程度的挑战,应进一步完善人才管理、开发、评价和激励机制,努力改善人员队伍数量、构成与人员素质。
OBJECTIVE: To review and evaluate the change of human resources flow in Nanchang CDC from 2007 to 2015, and provide a basis for decision-making on the rational allocation of human resources. Methods: By referring to the personnel files of staff and workers, we can know the quantity, structure and comprehensive qualifications of human resources in Nanxun CDC over the past eight years. Results: Between 2007 and 2005, Nanchang District CDC inflow 30 staff, outflow of 29 people, the average age of inflow staff was 27.32 years old, the average age of outgoing staff was 30.52 years old. Highly educated staffs flowed frequently, outflow of personnel titles, academic qualifications, professional The overall score of structure and manpower quality are all higher than the inflow staffs. Conclusion: The overall improvement of human resource allocation in the CDC in Nanxun District from 2007 to 2015 is not obvious and there is a phenomenon of brain drain. Human resources sustainable development faces a certain degree of challenge. Talent management, development, evaluation and incentive mechanisms should be further improved to improve the quantity, composition and quality of personnel.