The Design Of Incentive Mechanism For College R&D Human Resources Management

Based on the overall situation for revitalizing our country in the new century, President Hu Jintao proposed the task for promoting the construction of national innovation system in the report at 16^th National Congress of the Communist Party of China. And in his speech at the Academician Conferences of Chinese Academy of Science and Chinese Academy of Engineering in 2006, President Hu presented that cultivating creative talents in science and technology is a strategic measure for constructing innovative country, and at the same, he advised to establish a set of specific management system and method for achieving breakthroughs in talents-training mechanism, talents-selecting mechanism, talents-evaluating mechanism and talents-distributing mechanism. As is well known, there are two kinds of capital in the world. The one is the human capital, which refers to the human resources that can bring capital; the other is the material capital, which refers to the land capital, currency capital, and so on. In 2003, the central government introduced the concept of "human resources" at the talents working conference, and proposed to "transform the pressure of population into the advantage of human resources". The Eleventh Five-Year Plan introduced the concept of "human capital" and proposed to "change the country with big population into the powerful country with human capital." That our country introduced the concepts of human resources and human capital conforms to the trend of international human resources management in the 21^st century. The 21^st century is an age of knowledge-based economy, and the science and technology are the primary productive force. The benefit of human resources is much more than that of capital resource and natural resource, and R&D human resources has become the focus in resource competition for all countries. The college R&D human resource is dominant in all required factors of college scientific and technological activities, which is important for the development of science, technology, economy and society. This study that takes the college R&D human resources as the subject, starting with understanding the concept, structure and characteristics of college R&D human resources, analyzes the problems in its incentive mechanism by the research method of management psychology. Centering on these problems, the study discusses the development and management of college R&D human resources in China, and builds a simple model for the design of college R&D human resources incentive mechanism. Using the research approach that combines quantitative analysis with qualitative analysis and systematic model with illustration and by combining the advanced idea of modern human resources management with the real situation of scientific research in universities, the study presents a design for R&D human resources incentive mechanism according to the characteristics of scientific research in Chinese universities from the aspects of target mechanism design, distribution design and performance evaluation mechanism design, which eliminates the bottleneck for performing the functions of college scientific research, strengthens the core competitiveness of universities, and speeds up the process of scientific and technological innovation. Hence, the study expects to provide the scientific foundation and data for college scientific research department and personnel supervision department when adjusting the R&D human resource development strategy.This paper contains nine parts; Chapter Three to Chapter Eight are its main body, and especially Chapter Eight is the key part. Chapter One is the literature review. Chapter Two is an introduction which briefly introduces the research background, research deficiency, research field and contents and chapter arrangement. Chapter Three provides the connotation, composition and characteristics of college R&D human resources, stressing on that the research subject of this paper is the college teachers who practice the R&D activities but not the postgraduates in R&D activities. Chapter Four analyzes the status quo of college R&D human resources, including the rise of its dimension and quality, the low efficiency of scientific research caused by unreasonable distribution, the lack of talents in fundamental research, that the high-level talents are insufficient and unevenly distributed though the structure of college R&D talents has been improved, that the aging produces a fault in talents, the brain drain, and so on. Chapter Five introduces the incentive theory and its application in college R&D human resources management, which provides a theoretical foundation for the design of incentive mechanism. Chapter Six points out the problems in college R&D human resources management, especially analyzing the problems in incentive mechanism of college R&D human resources management at present, which are the official-oriented tendency in research system, the irrationality in distribution and formalism in performance examination, the insufficiency of encouragement in management and the utilitarianism in academic research. It explains the cause of lag in college R&D human resources management from the historical, institutional and cultural aspects. From the concept of incentive mechanism, Chapter Seven gives the model of the incentive mechanism design and the principle that the incentive mechanism design must follow in college R&D human resources management. And from the system view, this chapter introduces the three fulcrums and the three channels in the model. Based on the established model of the incentive mechanism design for college R&D human resources and using the research method by combining the quantitative analysis with qualitative analysis, Chapter Eight presents the schemes for R&D human resources incentive mechanism that conforms to the characteristics of college scientific research in China from the aspects of target mechanism design, distribution mechanism design and performance evaluation mechanism design. Chapter Nine is the conclusion.