중국 도시의 인재유치 경쟁과 부작용 및 개선방안에 관한 연구

Abstract

Talent is the foundation of national development and has been valued by countries all over the world. Such as the "Employment Based Immigration" of the United States, the "Department for Innovation, Universities and Skills (DIUS)" of the United Kingdom, the "Blue Card" policy of the European Union, the "Basic Living Registration Law" of Japan, the "Doctoral Immigration" policy of Canada, and the "Study Korea" plan of South Korea. The report of the 19th National Congress of the Communist Party of China (2017) emphasizes that talents are the key element of development and puts forward the development direction of talent strategy. The report also suggests that human resources should be regarded as an important factor in the construction of industrial system and effectively combined with modern finance and scientific innovation. Since 2017, there has been fierce competition for talent introduction in Chinese cities. Why should Chinese cities introduce talents? There are three backgrounds. The first is to implement the strategy of strengthening the country with talents. Second, China's economic restructuring and industrial structure upgrading. Third, the reduction of the working population and the aging of the population are becoming more and more serious. Cities have the following commonalities and differences in introducing talents. First, the talent introduction policy is relaxed and the threshold for settlement is reduced. Second, the talent introduction policy is combined with the national innovation and development strategy. Third, the composition of talent introduction policy is the same. That is, talent introduction, talent training and talent encouragement. There are three differences. First of all, the objects of introducing talents are different. Second, the screening process is different. Third, the purpose of introducing talents is different. Based on the above analysis, this paper believes that there are three side effects in talent introduction: first, the imbalance of regional development is exacerbated. Second, the number of forged talent certificates and speculation in pre-sale houses has increased. Third, the market allocation of human resources has weakened. Accordingly, the following three improvements are proposed for the future urban talent introduction policy: first, it is necessary to combine the talent introduction policy with the local talent training policy. Secondly, strengthen talent selection ability and improve talent purchase policy. Third, pay attention to the role of the market in the allocation of human resources and give full play to the service function of the government.