中国医学科学院北京协和医学院“协和学者特聘教授”项目实施效果初步评价(1)
[摘要] 目的 初步评价中国医学科学院北京协和医学院“协和学者与创新团队发展计划”人才项目的实施效果，并完善相关管理措施。 方法 选取2010 ～2012年当选该人才项目的中坚力量——协和学者特聘教授共50人作为研究对象。通过对特聘教授发放调查问卷，对反馈的48份问卷建立相关数据库，采用统计学的单因素描述方法，分析特聘教授的人员情况、科研产出、人才培养等情况。 结果 该人才项目已经取得重要成效，48名特聘教授中共有31人次当选国家或省部级人才项目。人均获得各项科研经费600余万元，获得国内外专利近70项，发表SCI论文440余篇，带起了300余人的科研队伍，培养研究生近400人。但同时也暴露了该项目存在的协和学者特聘教授内部年龄结构偏大后继乏人，学科分布不尽合理，人才项目缺乏有效的激励机制等等问题。 结论 为了将该人才项目做得更好，应加强年轻后备人才队伍建设，发挥院校优势加强学科合作以及建立协和学者特聘教授激励机制等等具体管理措施。
[关键词] 高层次人才；评价；管理
[中图分类号] R197.32 [文献标识码] A [文章编号] 1673-7210(2016)04(a)-0146-04
[Abstract] Objective To preliminaryly evaluate implementation effect of CAMS & PUMC's Program for union scholars and innovative research team in university and to improve the project management. Methods A total of 50 Union Distinguished Professors， who were chosen as backbone in the project from 2010 to 2012， were invited to the study. Study questionnaires were distributed to each professor and 48 professors completed the interview. Database was constructed for the study， and basic characteristics， research output and teaching achievement were analyzed using statistically descriptive methods. Results The Union Development Plan for Scholar and Innovative Team had reached significant achievement. 31 out of 48 participated professors had been recruited in talent project at provincial or national level. Each professor， on average， had received scientific funding of more than 6 million RMB. They as a whole applied for nearly 70 patents， published over 440 SCI papers， constructed research teams of more than 300 scientists and guided almost 400 graduate students. However， the project suffered from many important problems， such as old age of the distinguished professor with few worthy successors， unreasonable distribution of disciplines， and the lack of effective incentive mechanism in the program. Conclusion To improve the project， it should reinforce talented reserves in young scientists， strengthen interdisciplinary cooperation， and establish incentive mechanism for the Union Distinguished Professors.
[Key words] High-level talent； Evalution； Management
进入新世纪以来，党中央、国务院做出了实施人才强国战略的重大决策，并出台《国家中长期人才发展规划纲要2010—2020》[1]，这是我国改革发展进入关键阶段人才工作的行动纲领，为开创人才辈出、人尽其才的新局面指明了前进方向。2009年原卫生部、国家发展改革委、财政部、人力资源社会保障部、教育部、中央编办联合印发了《关于加强卫生人才队伍建设的意见》[2]，对全国卫生领域人才队伍的建设提出了具体指导意见，指出要大力实施人才强卫战略，把卫生人才建设作为卫生工作的重中之重，以人才促改革，以人才促发展。
医学人才的培养有其自身的规律，不是一朝一夕之功，不是一蹴而就的。世界各国都在根据其各的国情，采取特殊的政策与人才战略规划来培养与发展高层次医学人才，以促进现代医学技术的发展，并满足居民与社会的健康需求，特别是健康服务业的发展[3-7]。, http://www.100md.com(李霞 王小万)
[关键词] 高层次人才；评价；管理
[中图分类号] R197.32 [文献标识码] A [文章编号] 1673-7210(2016)04(a)-0146-04
[Abstract] Objective To preliminaryly evaluate implementation effect of CAMS & PUMC's Program for union scholars and innovative research team in university and to improve the project management. Methods A total of 50 Union Distinguished Professors， who were chosen as backbone in the project from 2010 to 2012， were invited to the study. Study questionnaires were distributed to each professor and 48 professors completed the interview. Database was constructed for the study， and basic characteristics， research output and teaching achievement were analyzed using statistically descriptive methods. Results The Union Development Plan for Scholar and Innovative Team had reached significant achievement. 31 out of 48 participated professors had been recruited in talent project at provincial or national level. Each professor， on average， had received scientific funding of more than 6 million RMB. They as a whole applied for nearly 70 patents， published over 440 SCI papers， constructed research teams of more than 300 scientists and guided almost 400 graduate students. However， the project suffered from many important problems， such as old age of the distinguished professor with few worthy successors， unreasonable distribution of disciplines， and the lack of effective incentive mechanism in the program. Conclusion To improve the project， it should reinforce talented reserves in young scientists， strengthen interdisciplinary cooperation， and establish incentive mechanism for the Union Distinguished Professors.
[Key words] High-level talent； Evalution； Management
进入新世纪以来，党中央、国务院做出了实施人才强国战略的重大决策，并出台《国家中长期人才发展规划纲要2010—2020》[1]，这是我国改革发展进入关键阶段人才工作的行动纲领，为开创人才辈出、人尽其才的新局面指明了前进方向。2009年原卫生部、国家发展改革委、财政部、人力资源社会保障部、教育部、中央编办联合印发了《关于加强卫生人才队伍建设的意见》[2]，对全国卫生领域人才队伍的建设提出了具体指导意见，指出要大力实施人才强卫战略，把卫生人才建设作为卫生工作的重中之重，以人才促改革，以人才促发展。
医学人才的培养有其自身的规律，不是一朝一夕之功，不是一蹴而就的。世界各国都在根据其各的国情，采取特殊的政策与人才战略规划来培养与发展高层次医学人才，以促进现代医学技术的发展，并满足居民与社会的健康需求，特别是健康服务业的发展[3-7]。, http://www.100md.com(李霞 王小万)