自1984年以来，我国开发区广泛建立，开发区迅速成为引领经济建设的重要力量。近年来，随着国家关于开发区改革和创新发展的系列政策，全国各地、各层级、各类别开发区都在探索实施创新改革，人事管理改革成为推动创新改革的关键环节，开发区管理机构要应时而变，以高质量的人事管理改革实现高质量发展，推动在经济新发展阶段转型升级。

本文以新疆KS开发区为研究对象，通过实地调查详细分析自2011年运行以来在人事管理方面的历史沿革和发展现状，同时对新疆KS开发区管理机构利益相关者进行访谈，基于绩效目标导向，发现新疆KS开发区管理机构在选人机制、育人机制、用人机制、留人机制等方面存在的问题，并结合实际分析存在问题的根本原因。通过对比分析的方式，简要阐述兰州新区、青岛经济技术开发区、南京江宁经济技术开发区人事管理基本情况，总结分析经验，为新疆KS开发区管理机构人事管理改革提供借鉴。根据新公共管理理论、公共部门绩效管理理论，结合实际，提出相关理论框架，提出了优化结构竞争上岗、强化培训提升素质、优化绩效考用结合、强化激励促进留人等推进人事管理改革的对策。

希望通过这些对策的实施，可以提高新疆KS开发区管理机构人事管理的效率和质量，促进开发区又好又快发展，为正在推进的新疆KS开发区管理机构人事管理改革工作提供借鉴和参考，同时为我国开发区人事管理研究提供素材。

Since 1984, China's development zones have been widely established, and they have quickly become an important force leading the economic construction. In recent years, as the national series of development zone reform and innovation development policy, all over the country, all levels, all kinds of development zone are exploring the implementation of innovation reform, personnel management reform become the key link of innovation reform, development zone management institutions should change, with high quality personnel management reform to achieve high quality development, promote transformation and upgrading in the new stage of economic development.

This paper in Xinjiang KS development zone as the research object, through the field investigation of detailed analysis since 2011 in the history of personnel management and development status, at the same time of Xinjiang KS development zone management agency stakeholders interview, based on performance orientation, found that Xinjiang KS development zone management agencies in the candidate mechanism, education mechanism, employment mechanism, retention mechanism, and combined with the actual analysis of the root cause of the problems. Through comparative analysis, the basic situation of personnel management in Lanzhou New Area, Qingdao Economic and Technological Development Zone and Nanjing Jiangning Economic and Technological Development Zone is briefly expounded, and the experience is summarized and analyzed, so as to provide reference for the personnel management reform of the management organization of Xinjiang KS Development Zone. According to the new public management theory, the public sector performance management theory, combined with the reality, the relevant theoretical framework is put forward, and puts forward the countermeasures to promote the personnel management reform, such as optimizing the structure competition, strengthening the training and improving the quality, optimizing the combination of performance examination and use, strengthening the incentive to promote the retention.

It is hoped that through the implementation of these countermeasures, the efficiency and quality of the personnel management of Xinjiang KS Development Zone can be improved, the sound and rapid development of the development zone can be promoted, and reference can be provided for the ongoing reform of the personnel management of Xinjiang KS Development Zone, and materials for the research of personnel management in the development zone in China.