随着国家组织机构改革的不断深入，科研院所同样面临着经济效益的压力。因此对于科研院所来讲，如何优化内部人力资源配置，切实的发挥人力资源效能，提高研发能力已经成为提高经济效益的关键问题。但是由于科研院所自身人力资源管理能力有限，在人力资源管理和开发方面面临较多的问题，严重的影响到了人力资源开发和应用的效率。 　　　本文就是针对这样的研究背景，以S研究所为具体的研究对象，对该研究所的人力资源优化配置问题进行了研究。在研究的过程中，首先构建了针对S研究所的人力资源绩效评价指标体系，对当前各个研究室的人力资源绩效进行评价，通过统计分析可以看出，制度体系、人员素质以及激励评价是影响当前S研究所人力资源绩效的关键因子。针对关键因子，本文提出了人力资源优化配置的对策，强调应该建立健全制度体系，完善组织机构、通过构建人力资源战略委员会的方式强化研究所的人力资源开发力度，建立健全多样化的人力资源配置模式。提倡人力资源管理创新，提高员工素质。建立健全人力资源共享机制，倡导内部研发协同。创新培训方式，提高员工素质。并且完善研究所绩效考评体系，创新人才晋升机制，促进人力资源的优化配置和发展。切实的达到S研究所的人力资源优化配置的目的。希望通过本文的研究，对于合理的对科研院所的人力资源绩效进行合理的评估，切实的提高人力资源优化配置的方案起到借鉴作用和参考价值。

With the deepening of the reform of the national organizations, research institutes, also facing the pressure of the economic benefits. Therefore speaking Staff, institutes, how to optimize human resources within the configuration, cut to play the effectiveness of human resources, improve R & D capability has become a key issue to improve economic efficiency. Research institutes effective human resources management capacity in human resource management and development faced more serious impact to the efficiency of human resource development and application. 　　　The article is the background for this study, S Institute for specific research object effectively optimize the configuration of the Institute for Human Resources issues. In the course of the study, the first building of the human resources of the current laboratory performance evaluation performance evaluation index system for the Institute of Human Resources S, can be seen through the statistical analysis of the institutional system, the quality of personnel as well as incentive evaluation impact S Institute of human Resources performance key factor. The key factor is actually proposed countermeasures for the optimal allocation of human resources, stressed that the system should establish a sound system, improve the organization, building a Human Resources Strategy Committee to strengthen human resources and development efforts of the Institute, and the establishment of a sound and diversified human resource allocation model. Promoting human resources management innovation, improve staff quality. Establish and improve human resources sharing mechanism, the to advocate internal R & D synergies. Innovative training methods to improve staff quality. And improve the Institute of the performance appraisal system, innovative talent promotion mechanism, promote the optimization of human resources and development. Effectively achieve the optimal allocation of S Institute of Human Resources purpose. Through this study, for the reasonable performance of human resources research institutes reasonable assessment, effectively improve the optimal allocation of human resources programs play a reference and the reference value.