| Research backgroundThe first resource that promotes the development of economy and society is talents. The evaluation of talents has such effects as right judgment, favorable encouragement and progressive enhancement of talents efficiency in the process of discovery, selection, training, employment and examination. Moreover, to establish a objective, fair, reasonable and efficient distribution and incentive system on the basis of proper evaluation of talents has key influence on taking full advantage of the first resource that promotes the development of economy and society-the talents, which is the hot problems being researched and discussed by specialists, society and the nation as while in the process of constructing harmonious society with the scientific development notion and the talents theory of powerful nation.The modern theory of talents evaluation is mainly constructed on the basis of the individual ethological difference of psychology. Due to the complexity of human behavior, it is not comprehensive and sufficient to evaluate talents psychologically. The current methods to evaluate talents being used in China are basically introduced from foreign counterparts with some self-designed evaluation forms. There are such problems as big difference, unfavorable results, etc. in practical application. It is generally difficult to quantify the evaluation results to ideal standards, which leads a consequence that it lacks comparability among different evaluation methods and is quite limited for the application of evaluation methods. In Dec. 2003, the definition of talents approved by National Talents Conference finds the theoretical direction for the evaluation of talents. It is a complex and hard research subject to evaluate talents scientifically, to establish a distribution and incentive system according to its social contribution, to use the theories of sociology, management, statistics and etc. comprehensively, and to fully realize the function of talents evaluation and encouragement. The traditional methods of encouragement rely too much on the social ideology and the education of ideal and faith, but are short of active reforms on distribution and incentive system on the basis of continual implementation of spiritual encouragement, which causes high costs of talents effectiveness and benefits.As to the mentioned above, it is extremely important to investigate right and scientific standards and a system to evaluate talents, and esp. the management on the basis of these standards and system, its relevant distribution and incentive system, and the circumstances for creations. Therefore, we carry out this research subject on evaluation management for medical specialists and the distribution and incentive system, which had already been enlisted in Shandong provincial S&T development program (soft science A200520-4) and sponsored financially.Research purposeOn the basis of the investigation and evaluation on the technical personnel, we choose and determine the general key factor index reflecting specialized technical personnel working achievement, explore and establish the index and methods of the standard system for medical science and technology specialists, as well as the assignment-driving mechanism, establish the specialized technical talented person quality to evaluate after testing the target and the appraisal method; Establish the specialized technical talented person to evaluate after testing Work achievements and testing the method; Proposes based on above target and appraisal method drive principle and the measure; proposes the technical personnel generally reflected question solutions measures. The above research target and the method, took the technical personnel raises, promotion, inspection, chooses, assignment drive, rewards and punishment minute refers to the quantification basis, for the solution society and the unit attention human resources development benefit maximization question, provides the reference decision-making and the management countermeasure reference.Research methodFace-to-face quality measures the interview to 800 professional and technical personnel of medical science scientific research institutions to 16 provinces, Carries on the achievements target questionnaire survey to the 684 specialized technical personnel of medical science scientific research... carry on the achievements target questionnaire survey to 5A-grade and third-class hospitals in Shandong Province. Carry on the reform questionnaire survey to technical personnel of medical science scientific research institutions to Shandong Province. The questionnaire indexes are defined by the group discussion and Delphi method. Empirical Study method is supplied by Field Research.Using Delphi method, Analytic Hierarchy, Evaluation Index Assembling Analysis, Stratified matrix weighting, Typical Indicators product scores, the analysis and research establishes in the talent evaluation target system to have the representative typical target and its talent evaluation method. Quotation the OWA method based on Fuzzy Information appraisal and Assembly decision Information, analysis evaluates the technical personnel quality.Research result1,The specialized technical personnel quality evaluates contains knowledge, working, synthetically ability, technical level, innovation, work result and compensation pay 7 evaluate factors. Knowledge level take school record and specialized technical duty or same technical qualifications as expression target. The working recognized for the professional offer, the love hillock professional, observes law and discipline professional, is insufficient, professional lacks 5 ranks. The synthesizing ability recognized for the impetus team, the service group to, has the team to realize, the team realizes the difference, the non- team realizes 5 ranks. The technical level recognized for international is in the lead domestically, is in the lead, in the province is in the lead, and in the province is advanced, in the province the general 5 ranks. The innovation had recognized the origination theory and the technology, domestic are in the lead, the nation is advanced, and the technical method has the improvement, result better 5 ranks. The work result had recognized the national reward, the provincial level reward, the colleague approve, unit commendation, the effect rate difference 5 ranks. The compensation pay divides into above 200000, 11-20 ten thousand, 6-10 ten thousand, 3-5 ten thousand, 1-2 ten thousand 5 ranks.2,Make the evaluation and decision for the fuzzy classification information of the public health by the method of gathering information for decision-making in an orderly weighted average operator fuzzy information analysis is feasible.This study quoting the multi-attribute decision methods which based on fuzzy information and OWA operator, analyzes the results of the quality of professional and technical study group evaluation, which show a definite advantage. The results show the title of senior policy-making group evaluation indicators pool of talent evaluation of the optimal quality.3,Screening to establish eight typical indicators of talent evaluation of research institutes.Through statistical analysis screening, there are eight typical related indicators: the total number of awards (D), the total number of source projects(C), the number of the talent training (H5), participate in national academic meetings (I1), the foreign professional training (G2), led several patents (F6), core domestic headed by the number of papers published journals (F1.1), the responsible person involved in key laboratories (E3.3).4,Screening to establish nine typical indicators of talent evaluation of research hospital.Through statistical analysis screening, there are nine typical indicators: the staff involved in key disciplines(D2.3), the key to the laboratory staff involved(D4.3), SCI index published an article headed the last five years(E3), the past five years the total number of research sources(B), the person in charge of key disciplines to the departmental level(D1.3), been headed the past five years the number of patents(E6), total research funding for the past five years(A), the number of books published in the past five years led(E4), the past five years have led several patents for inventions(E7).5,Medical research institutes and research hospitals to establish quantitative examination and evaluation methods.The selection of these eight or nine was related indicators index sequence, and then layered assignment, to calculate the index weighting in layered matrix. Eight or nine indicators multiplied by the weighted number, the calculation of personal scores. If the median score% respectively corresponding grades to discrimination worse, with generally good, very good, excellent and winner six grades. According to judging performance of professional and technical staff, it is to determine the performance levels of professional and technical personnel testing.6,Establish the assessment and evaluation mechanism for the professional and technical personnel.The establishment of seven indicators of the quality of tests, 8 typical performance indicators and evaluation methods about the professional and technical personnel of medical research institutes and nine typical performance indicators and evaluation methods about the professional and technical personnel of research hospitals, as personnel training, selection, promotion, such examination and evaluation mechanisms, could To make a period of five years or a regular qualitative and quantitative assessment to professional and technical personnel.7,Establish the income distribution system linked to the Post performance assessment of performance.Medical research institutes in the province, 57.9% of those surveyed are professional and technical personnel which want to improve treatment the annual average per capita income of 30,000 Yuan researchers, and the ideal annual income is 90,200 Yuan, three times as large as the gap between the ideal and reality. Professional and technical personnel in five 3-A hospitals, 59.6% of interviewees were dissatisfied with the pay. According to the first part of the study for the establishment of seven quality indicators and the second and third parts of the screen for eight or nine indicators typical performance evaluation criteria, combine the evaluation of this study, to make the regular assessment and dynamic management to professional and technical personnel, also according to the assessment of different grades with different pay-for-performance treatment.8. To deepen reform of the social structure, establish a technology evaluation management system and policy environment which is beneficial to scientific and technological innovation.An objective and impartial scientific operational mechanism has not yet been established. The administrative operation of institutions, inefficient operation, duplication of contradictions, poor scientific and technological innovation environment and the low level of scientific and technological work, scientific and technological achievement are not the only criteria and scientific methods can't lead technological work problems ,which is the scientific system problem, reform is the key to improving independent innovation capability of China. Social management organizational reform lag behind the reform of economic system and technological system, which is uneven performance of development process. Academic management is the core of internal management work in technology institution, must abide by the technological law but not the law of economic production. Scientific and Technological Management should establish academic ideas, protect justice and legitimacy of academic right, and protect the freedom space of creative exploration and innovation which is conducive to professional and technical personnel. Democratic management is the basic direction of internal management reform.The innovations1. The results base on the achievement of previous studies, combine the work practice of scientific research institutes, establish seven indicators factors of the Medical personnel quality evaluation, and definition is given to each indicator evaluation grade and implement a face-to-face interview evaluation on the spot.2. OWA operator fuzzy information analysis method is firstly used, conduct a comprehensive evaluation and analysis on the evaluation table of four groups in Medical Research Institute, and research shows OWA operator fuzzy information analysis method is feasible for evaluation and decision-making of health service fuzzy classification information.3. Based on the questionnaire, statistical methods are used to select eight or nine typical indicators of evaluation of professional and technical personnel in research institutes and 3-A hospitals respectively and establish performance grade evaluation method of technological personnel which provide a scientific basis for management decisions including training, evaluating, selecting, promoting and eliminating personnel.The defects of the study1. The object of the investigation is limited to professional and technical personnel of the provincial medical research institutes and 3-A hospitals in Shandong Province, information and the parameters calculated can't be extrapolated in a wide range. 2. The establishment of performance evaluation indicators and evaluation methods, and incentive policies to match the distribution mechanism still remain at the macro level, not conduct in-depth details of the distribution and incentive measures.3. The establishment of performance evaluation indicators doesn't contain indicators about moral quality of professional and technical personnel. Based on the application of personnel evaluation indicator and methods that the research has established which need to be tested by practice.
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