我国海外人才引进后的团队建设问题调查

The Feasibility Study of Overseas Talents' Team-style Introduction in China

本研究从留学回国人才的工作冲突、人才团队建设现状以及团队建设政策需求这三个维度进行了团队建设调查,调查发现我国海外人才归国后的团队建设存在如下问题:团队建设不够均衡,相当部分引进人才面临着强烈的团队建设需求;现有的发展环境不利于开展团队合作,团队合作情况不够理想,留学回国人才对于团队合作情况的评价总体不高,2/3不同程度地面临着工作冲突的困扰;现有的组织发展环境和组织氛围对海外人才团队建设存在制约;海外引进人才的团队建设期望与留学年限、学位高低、学科密切相关。新形势下的我国海外人才引进研究和实践,应该更好地结合海外人才团队建设需求和特点,加大团队式引进力度,创新管理模式,改进组织发展环境,建立完善人才引进风险管理和绩效评价机制。

This paper has conducted a real name survey towards overseas talents and found that ： 1 ） the presence of over- seas talent team building is not well balanced, quite part of them faced a strong team - building needs ; 2） the existing organizational development environment is not conducive to teamwork, teamwork situation is not ideal; 3 ） the overall assessment of teamwork situation is not high, 2/3 of them facing varying degrees of work plagued by conflict; 4） the existing organizational development environment and organizational climate restricts the team building; 5 ） the team building expectations are closely related to their studying age, degree level and disci- plines. Under the new situation, concerning the introduction and practice integration of China＇s overseas talent, we should pay more attention to team building needs and characteristics, make more efforts to introduce talents in team style, innovate the management and organizational development to improve the environment, and estab- lish and improve risk management and performance evaluation mechanisms of talents introduction.