随着中国科学院创新工程试点工作的推进,职工和研究所面临的压力增加、风险加大、检查考核更严;领导决策难度提高;职工的思想认识、道德观念、价值取向发生着剧烈的变化。外部压力与内部调整,对干部素质与管理能力提出了新的要求。管理是一门科学,也许是一门比任何自然科学都难的科学。自然科学的研究对象对研究者而言是无声的,而管理科学则既包含了财与物等无声对象,更包括了人力资源这样一类有声对象。人力资源管理在管理科学中位于核心位置、是最具个性化的部分。一支高水平的管理队伍是研究所在未来五年甚至十年中能否扎稳脚跟,走向世界的重要因素。中层干部是贯彻执行所领导班子决议的中坚力量,在做好中层干部班子的组织建设的同时,必须注重 With the advancement of the Pilot Project for Innovative Engineering of the Chinese Academy of Sciences, the pressure on workers and institutes is increased, the risks are increased, inspections and examinations are more rigorous, the difficulty of decision-making in leadership is enhanced, and the thinking, moral values ​​and values ​​of employees are undergoing dramatic changes. External pressure and internal adjustments have raised new demands on cadre quality and management capabilities. Management is a science, perhaps a science that is harder than any natural science. The research object of natural science is silent to the researcher, while the science of management contains both the silent object such as wealth and material object, but also includes a kind of sound object such as human resources. Human resources management is the most individual part in the management science. A high-level management team is an important factor for the institute to gain a firm foothold in the next five or even ten years. Middle-level cadres are the backbone of implementing the resolutions of the leading bodies. While doing a good job in the organizational construction of the middle-level cadres, we must pay attention to