| The high-tech enterprises are the main carriers of the regionalinnovation capacity. Accompanied by the development of high-tech, thefocus of the competition within high-tech companies began to transferfrom markets to struggles for innovative talent and emergingtechnologies. Innovative talents, the most active factor of the maincarrier of emerging technologies and entrepreneurial activities, bear theentire process of technical and management innovation, even the realvalue of innovation activities. Due to the scarcity of innovative talent,competition for talent flares up, how to effectively choose and maintaininnovative talent has become one of the important strategic of high-techenterprises. And how to recognize innovative talents through evaluationmethods is the primary process of the implementation of this strategy.There is quite few analysis about qualities evaluation of innovativetalents at domestic and abroad. Domestic scholars are mostly trying toexplain the innovative talents mechanism, instead of the doctrine of theinnovative quality of talent evaluation. Compared to foreign researches,whose focus is placed on the technical means for measuring innovationcapability, mainly on the analytical tools effectiveness, but also tend toignore the composition of the innovative quality of our manpowersystem. And both domestic and foreign researches rarely analysis froma perspective of practical application. For the high-tech enterprises arethe densest units that innovative talents gather, this essay will analysisfrom the micro-units of high-tech enterprises, searching personnelquality that innovative talents in high-tech enterprises must qualified. In this article, we established a quality evaluation model thatapplies to the innovative talents in high-tech enterprises that based onanalysis in capacity and quality of innovative talents, combining withfactors that high-tech enterprise affects, using quality evaluation systemof talent,. Then choosing high-tech enterprises in Nantong for instance,apply the quality model to test its feasibility, designing the qualityevaluation table for local high-tech enterprises. And then selects acompany A to apply the quality evaluation table, the results willreflect whether the measuring samples meet business needs, provide areference for HR in high-tech enterprises A. Finally, based on thesummary and conclusions of the study, this paper proposed some newideas about personnel quality evaluation theory in high-tech enterprises,as to start a better discussion. |
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