论文总字数：25334字

摘 要

21世纪以来，随着技术创新和人类需求的发展，创新成为提高国家综合实力的重要战略之一。科技成果转化速率逐渐提升、创新文化不断发展、产业更新换代加速，地域、组织、技术对于科技创新活动的限制不断被突破，对于研发组织形式上的突破需求十分迫切。这使得各类新型研发组织应运而生，对创新型人才的需要进一步加强。新型研发组织不同于传统的研发机构，其在组织的结构、运行方式以及管理模式上都有一定程度的创新，有自身独特的发展方向。

新型研发组织的功能定位之一就是吸收优秀的人力资源，因此人才培养，不仅是新型研发组织在进行组织架构和管理时非常重视的一点，同时也是国家和地区，乃至人才本身都非常关注的方面。

高科技企业与其他企业的区别在于人才的稀缺以及人力资源对企业效率所能够起到的关键性作用。但由于薪资不合理、心理契约破裂、工作压力过大、员工与企业文化不适配、对职业前景失去信心等原因，员工流失率较其他企业高出一倍以上。

另一方面，当前针对于新型研发组织人才的培养体系还不健全，需要各方面完善。现有新型研发组织人才培养机制主要集中在政策方面。在实施过程中，仍然遇到许多问题，如新型研发组织人才如何界定、引进落户效率低等。企业在人才培养机制方面也主要停留于传统模式，并不适用于创新型研发人才的需求。

本文从新型研发组织人才培养机制的角度出发，希望通过研究能构建一个适合当前新型研发组织形势与政策的人才评价和培养模式。

首先，本文通过文献研究的方式，查阅国内外相关文献资料，进行梳理，以此为基础形成本文的研究框架；其次，运用个案研究的方法，以国内外优秀的新型研发组织为典型，分析和吸收其经验；最后，结合当前形势，形成一套完整的具有实用性的针对于新型研发组织的人才培养模式。

本文新型研发组织人才培养机制的构建遵循时间纵度深、范围宽度广的原则，从人才职业生涯规划、绩效薪酬评价方法、相关人才保障措施三个角度出发，完善新型研发组织人才的培养模式，提出相应的对策与建议。

关键词：新型研发组织 人才培养机制 绩效薪酬

Research on Talent Cultivation Mechanism of

New Type Ramp;D Organizations

Abstract

With the gradual establishment of economic globalization and knowledge-based society, innovation process is being more and more complex, The difficulty and risks of technological innovation is increasing, all aspects innovation in business has been more independent of external environment have become more sophisticated, objectively, different organizations are required to be closer. The survey shows that 30% of Chinese enterprises' technological innovation is from the internal source, 70% comes from a variety of professional R amp; D institutions, The trend of innovative network has important influence on the innovation process in enterprises (especially high-tech small and micro enterprises) . As a new form of organization, Embedding innovation network has achieved more attention.

High-tech small and micro enterprises is important part of technological innovation, it is the main driving force of innovation, it is of great significance to improve the innovation performance, especially for promoting the overall level of regional innovation. However, due to limitations of high-tech small and micro enterprises’ scale, capital, management level, the development of innovation performance is restricted, therefore, embedding in innovation networks, sharing resources and information, integrating complementary knowledge has a significant influence on innovation performance.

Previous studies on high-tech small and micro enterprises is still little, only concerned with condition and financial issues, and focus on case studies, lack of appropriate empirical research; the innovation network research of scholars mainly about concept, structure, etc., there is no unified thinking. Based on the reference of embeddedness related theories, this study select the network strength and network stability as independent variables, network capacity as Mediator, innovation performance as the dependent variable, then put forward the hypothesis in this paper and construct theory model.

First, this paper use the method of reading relevant literature of home and abroad, absorb valuable ideas and perspective, based on this, preliminary research framework formed; secondly, this paper use the method of questionnaire research through various channels to collect first-hand data; then use SPSS software for data collection process, analyze, test hypotheses of the model of this paper; finally, according to the results of data analysis, draw conclusions and analyze conclusion.

Through empirical study, the paper draws the following conclusions: First, the stability of embedded innovation networks helps to enhance scientific and technological innovation performance of small and micro enterprises; secondly, the greater the intensity of embedding innovation networks, high-tech small and micro enterprise network capability the stronger; Third, the stronger the high-tech small and micro enterprise network capability, the more obvious its innovative performance improvement; Fourth, high-tech small and micro enterprise networking capabilities to promote the relationship between the innovation network and innovation performance. Although some unproven assumptions, however, research has confirmed previous assumptions and is consistent, indicating that high-tech small and micro enterprises can be embedded in the innovation network, and play network maintenance and management, can effectively enhance the its innovation performance.

Keywords: new research and development organization; talent training mechanism ; performance salary

目 录

摘 要 I

Abstract II

第一章 绪论 1

1.1 研究背景 1

1.2 研究目的与意义 1

1.2.1 研究目的 1

1.2.2 研究意义 1

1.3 研究思路及内容 2

1.3.1 研究思路 2

1.3.2 研究内容 2

1.4 研究方法与技术路线 3

1.4.1 研究方法 3

1.4.2 技术路线 3

1.5 创新与不足 4

第二章 文献综述 5

2.1 新型研发组织相关理论 5

2.2 新型研发组织人才培养机制相关理论 5

2.3 新型研发组织人才培养机制发展方向 6

第三章 新型研发组织概述 7

3.1 新型研发组织内涵与特征 7

3.1.1 内涵 7

3.1.2 特征 7

3.1.3 表现形态 7

3.2 新型研发组织职能与运行机制 8

3.2.1 职能划分 8

3.2.2 运行机制 9

3.3 新型研发组织与传统研发组织的区别 10

第四章 国内外新型研发组织人才培养的经验与比较 11

4.1 欧洲创新与技术研究院（EIT） 11

4.1.1 背景 11

4.1.2 构架与组织 11

4.1.3 支撑手段 11

4.2 德国弗朗霍夫协会 12

4.2.1 背景 12

4.2.2 构架与组织 12

4.2.3 支撑手段 12

4.3 中国科学院深圳先进技术研究院 13

4.3.1 背景 13

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