The development of cities needs the support of talents, which are an important guarantee to promote economic and social development. Human resources will play a more important role in the development of modern industries.
The introduction of high-level talents at the present stage is not just a single work of talent work, but a compound work combined with other aspects, which needs to integrate multi-level strength in the same direction.
First, the talent introduction policy is not attractive enough.
From the perspective of talent identification standards, the current classification of talents is mainly based on the existing title of talents, which leads to the people with “hat” get more and more rewards, and the people without “hat” never get rewards.
From the point of view of the reward time, talents need to enjoy the corresponding policies after the new title of superior talents, which leads to the introduction of talents, can not timely take out the incentive measures to play the purpose to attract talents, the lag of policy incentives affects the attraction of talents.
Second, the degree of talent marketization management is not high.
The introduction of high-level talents is mainly promoted by the government departments, while as the main body of employment, parks, enterprises, schools, etc., have not formed a talent market oriented by “talent demand”, giving full play to the advantages of market demand.
Step-by-step talent introduction can not keep up with the changes of the new era, the awareness of enterprise marketization is weak, the problem of “not finding the market and mayor” is prominent, and they are not good at using human resource service agencies and other market-oriented means.
In previous entrepreneur forums, enterprises have generally reported that it is difficult to attract and retain talents, and they are used to relying on the government to help attract talents.
Third, the talent soft environment service is not comprehensive enough.
At present, when excellent talents choose to develop cities, they pay more attention to the soft environment for urban development such as education, transportation, tourism and medical care, but it is relatively difficult to improve the soft environment for talent development.
On the one hand, education, transportation, tourism, medical care and other functions are scattered in multiple departments, and a departmental coordination mechanism has not yet been formed, so it is difficult to achieve practical results by relying on all departments alone.
On the other hand, the ecology of talent development involves a wide range of areas, covering many aspects of economic and social development such as transportation, shopping and entertainment, which is difficult to be significantly changed in a short time.
Therefore, it is suggested to provide high standard policy guarantee; to build a high level talent market; and to ensure high standard long-term support.
(Source: Longyou County Science and Technology Bureau)