A Study On The Effectiveness Evaluation And Promotion Of High-level Overseas Talents Introduction

High-level overseas talent,known as "natural globalization",has both advanced technology and cultural knowledge and international vision.Therefore,this special group becomes an important force in the construction of our society.Since the 18 th CPC National Congress of China,President Xi Jinping has paid highly attention to the introduction and management of overseas talents,and proposed "select and use the talents from the world properly".He encourages high-level overseas talents to be treated as an important force to realize the great "Chinese Dream".In recent years,governments from different regions have introduced policies to encourage and support high-level overseas talents coming or returning to China.However,the attention to the effectiveness of overseas talent has not paid enough.Thus,this situation leads to the result of lack of evaluation and pragmatic analysis in the management of high-level overseas talent.Due to the situation of restraining the usage and value increase of high-level overseas talents,this research select high-level overseas talents as research objects,and defines the concept of high-level overseas talents.Moreover,the effectiveness of high-level overseas talents is analyzed from both macro and micro level,which construct the framework of this dissertation.At the macro level,statatistic data from State Administration of Foreign Experts Affairs P.R.China is carefully selected to evaluate the current introduction effect of high-level overseas talents.Furthermore,for the purpose of giving optimization strategies to improve policy environment of overseas high-level talent introduction,this research analyzes the policy system of high-level overseas talent to discover the deficiency and insufficiency in the managerial practice.At the micro level,listed companies from High-Level Overseas Talent Innovation Base are selected as research sample to examine the impact of the introduction of overseas high-level talent on the performance of enterprise innovation,as well as the relationship among high-level overseas talent's personal characteristics,post job characteristics and the effectiveness of high-level overseas talent.The results reveal that the introduction of high-level overseas talents is conducive to improve innovation performance,and some of the individual characteristics and position features positively affect the effectiveness of high-level overseas talent.Therefore,evaluation and person-post matching are proposed as two paths to improve micro performance,revealed as constructing the evaluation index system of high-level overseas talent,with the combination of Best-Worst-Method(BMW)and intuition multiplication preferences,and constituting high-level overseas talent and position matching model and mechanism based on the maximization satisfaction of the bilateral matching method.This dissertation proposes an innovative research framework related to the problems of increasing effectiveness of high-level overseas talents,which combines macro and micro analysis,qualitative and quantitative research together.Moreover,the innovation and application of research method for talent evaluation has been developed in order to verify statistic data and propose corresponding improvement mechanism.Therefore,useful advises for high-level overseas talents' human resource management theory and practice can be developed from this research.