I 摘要 当前，各地城市频频出台“人才新政”，上演激烈的人才争夺战。许多城市的优惠 政策竞相加码，人才政策趋于同质化。杭州萧山区吸引人才、集聚人才的竞争优势在逐 渐缩小。面对新一轮的人才争夺战，如何制定更加差异化的人才政策来筑巢引凤；如何 从简单比拼“政策引人”转变为营造“环境留人”；如何从广大人才最期盼的领域改起 做起，在引才、育才、留才工作中打造更好的人才生态环境，最大程度释放人才创业创 新活力，提升城市竞争力，已成为萧山区和各地人才管理部门亟待解决的共性问题。 本文基于以上现实背景和竞争环境，首先以人才生态理论、人力资本理论、习近平 的人才思想、中央和浙江省以及杭州市的人才文件精神为理论依据，采用理论与实际相 结合的原则，选取作者深入一线参与管理实践和调研的萧山区为研究对象，从地方政府 人才工作管理部门的角度深刻剖析萧山区人才生态的现状。其次，结合各地城市的人才 竞争环境和当地政治经济环境、社会文化环境、产业形态等因素分析，找出人才生态建 设中存在的问题和产生问题的深层次原因。最后，运用访谈调查法和经验总结法等，对 前期经过实践检验和反馈的各种人才政策的执行效果及弊端进行分析评估，在原有政策 的基础上，加大操作层面的政策突破力度，破旧立新，升级优化，创新性和突破性地提 出具体的、针对性的、可操作的、全方位的人才生态优化方案和实施保障措施，形成具 有区域竞争力和比较优势的人才政策体系，加强政策赋能，打造最优人才生态环境。 萧山区在打造人才生态示范区的道路上摸索和实践出的这套行之有效的制度框架 和实践经验，可以部分复制和推广到各地，能够对各地政府的人才发展体制机制改革、 人才管理与服务、人才生态建设等起到一定的实践指导和借鉴作用。 关键词: 人才，生态，环境，政策，优化西北大学硕士学位论文 II Abstract At present, cities around the world have repeatedly promulgated the new talent policy and staged fierce competition for talent. The preferential policies of many cities are increasing and the policy of talents is homogenized. The advantage of attracting talents and gathering talents is gradually shrinking in Xiaoshan District of Hangzhou. In the face of a new round of competition for talents, how to formulate a more differentiated talent policy to build a nest to attract phoenix; how to change from simply competing policy attraction to creating environment to retain people; how to start from the areas most desired by the vast number of talents to create a better talent ecological environment in the work of attracting, educating and retaining talents, It has become a common problem to be solved urgently by the talent management departments in Xiaoshan District and all over the country to release the talent's entrepreneurial and innovative vitality to the greatest extent and enhance the competitiveness of the city. Based on the above-mentioned realistic background and competitive environment, this paper firstly adopts the principle of combining theory with practice, taking the talent ecology theory, human capital theory, Xi Jinping's talent thought, the talent document spirit of the central government, Zhejiang Province and Hangzhou as the theoretical basis, and chooses Xiao as the author who participates in the management practice and research deeply. Taking the mountain area as the research object, the present situation of talent ecology in Xiaoshan District is deeply analyzed from the angle of talent management department of local government. Secondly, combined with the talent competition environment of various cities, as well as the local political and economic environment, social and cultural environment, industrial form and other factors, to find out the problems in the construction of talent ecology and the deep-seated causes of the problems. Finally, using the method of investigation and experience summary, this paper analyzes and evaluates the implementation effect and drawbacks of various talent policies which have been tested and feedback in the early stage. On the basis of the original policies, it puts forward concrete and targeted measures to break through the existing policies, break through the old ones, establish the new ones, upgrade and optimize them, innovatively and breakthrough. Operable and all-round talent ecological optimization program and implementation ofIII safeguards, the formation of a regional competitive talent policy system, strengthen policy empowerment, create the best talent ecological environment. The effective system framework and practical experience explored and practiced in Xiaoshan District on the road of building talent ecological demonstration zone can be partly replicated and extended to all parts of the country, and can play a certain practical guidance and reference role in the reform of talent development system and mechanism, talent management and service, talent ecological construction of local governments. Key words: talent, ecology, environment, policy, optimization 西北大学硕士学位论文西北大学硕士学位论文 IV 目 录 摘要............................................................................................................................................I ABSTRACT....................................................................................................................................II 第一章 导论...............................................................................................................................1 1.1 选题背景...........................................................................................................................1 1.2 研究目的和意义...............................................................................................................2 1.2.1 研究目的.................................................................................................................... 2 1.2.2 研究意义.................................................................................................................... 2 1.3 研究思路及方法...............................................................................................................3 1.3.1 研究思路.................................................................................................................... 3 1.3.2 研究方法.................................................................................................................... 4 1.4 研究的内容和框架...........................................................................................................4 1.5 本文的主要贡献...............................................................................................................5 第二章 相关理论基础和文献综述...........................................................................................7 2.1 相关理论基础...................................................................................................................7 2.1.1 人才生态学理论基础................................................................................................ 7 2.1.2 人力资本理论基础.................................................................................................... 7 2.2 国内外研究综述.............................................................................................................. 8 2.2.1 人才生态学综述........................................................................................................ 8 2.2.2 人才生态环境的研究综述........................................................................................ 8 2.3 人才生态学研究趋势...................................................................................................... 9 2.3.1 研究视野不断扩大，理论水平逐步升华................................................................ 9 2.3.2 研究范围不断拓展，相关学科逐步形成.............................................................. 10 2.3.3 研究力量不断增强，基础研究逐步加强.............................................................. 10 第三章 环境因素分析............................................................................................................ 11 3.1 杭州市和萧山区简介.....................................................................................................11 3.2 宏观环境因素分析.........................................................................................................11 3.2.1 政治环境.................................................................................................................. 11V 3.2.2 经济环境................................................................................................................. 11 3.2.3 社会文化环境......................................................................................................... 12 3.3 竞争环境因素分析.........................................................................................................13 3.4 小结.................................................................................................................................14 第四章 现状和存在问题分析................................................................................................ 15 4.1 杭州市和萧山区人才生态环境现状.............................................................................15 4.2 问题和短板.....................................................................................................................18 4.2.1 人才总量不足.......................................................................................................... 18 4.2.2 人才结构不平衡、不全面...................................................................................... 18 4.2.3 人才生态环境基础较脆弱...................................................................................... 19 4.3 原因分析........................................................................................................................19 4.3.1 站位不够高，视野不够宽，观念、理念不超前，服务意识不足...................... 19 4.3.2 人才工作体制机制没有真正理顺.......................................................................... 19 4.3.3 区域人才集聚功能仍然较弱................................................................................. 20 4.3.4 人才管理和服务工作缺乏优势和创新.................................................................. 20 4.3.5 人才工作市场化程度仍然不高.............................................................................. 21 第五章 萧山区人才生态优化方案........................................................................................ 22 5.1 指导思想、设计原则、总体目标................................................................................ 22 5.1.1 指导思想.................................................................................................................. 22 5.1.2 设计原则................................................................................................................. 22 5.1.3 总体目标................................................................................................................. 23 5.1.4 设计思路................................................................................................................. 24 5.2 人才生态优化方案设计.................................................................................................25 5.2.1 以集聚“全领域人才”为目标，优化人才集聚生态.......................................... 25 5.2.2 以“差异化和创新化”为目标，优化人才政策.................................................. 27 5.2.3 以“市场化”为导向，优化人才管理.................................................................. 28 5.2.4 以“全域化聚才”为目标，优化人才集聚平台建设.......................................... 31 5.2.5 以“人才的需求”为导向，优化人才服务.......................................................... 34 5.3 小结.................................................................................................................................35 第六章 保障措施.................................................................................................................... 37 西北大学硕士学位论文西北大学硕士学位论文 VI 6.1 提高站位，高度重视人才工作.....................................................................................37 6.2 组织保障.........................................................................................................................37 6.2.1 坚持党管人才，加强党建统领..............................................................................................37 6.2.2 完善组织体制机制.................................................................................................. 38 6.2.3 调整组织机构设置.................................................................................................. 38 6.3 人才制度政策的落实执行.............................................................................................39 6.3.1 强化人才优先的投入导向...................................................................................... 39 6.3.2 推动人才生态建设落到实处.................................................................................. 39 第七章 结论............................................................................................................................ 40 7.1 主要结论.........................................................................................................................40 7.2 研究的局限性.................................................................................................................41 7.3 后续研究展望.................................................................................................................41