Restraints And Policy Proposals Of China’s Overseas Talents Backflow

With the development of global economic integration, human resource has become one of the most important resources well known internationally. International talent competition is intensified, countries in the world as well as pay more attention to train and attract talents. Overseas talents resource is the most top and scarce resource into human resource of a country, because it represents advanced technology and ideas in the world. Especially for developing countries, the status of overseas talents is more special. Great loss of overseas talents brings the negative influence to the development of a country, restrains the pace of progress of the developing countries. Since the founding of People’s Republic of China, the work about overseas talents backflow is the twists to go forward, has made brilliant achievements. The number of backflow also has continued to hit record highs. The government has been fully aware of the importance of talents and the necessity of attracting overseas talents backflow. It also has published a number of policies and measures of attracting overseas talents backflow, optimizing native environment. But at the same time, many problems arise. In this paper, starting from these problems, I find out the restricting factors of problems, finally put forward referenced and practical policy recommendations.This paper first introduces the development of the process of China’s overseas talents backflow from the founding of new China. It has been going through the initial stage, preliminary development, deepening reform and high speed development stage. The article introduces the situation of overseas talents backflow from two aspects of quantity and the subject’s property, and analyses it objectively and concretely from the number, the region, the filed and profession, the structure of gender and age of backflow. Then it analyses the problems of the work of overseas talents backflow. There are some most representative problems, such as insufficient number of backflow, impediment of information, cumbersome procedures, unitary district after backflow, and many obstacles of career after backflow and so on. Aiming at the existing problems, the paper analyses the restraints. There are four kinds of factors, policy, organization, culture of society and self factor. Finally, this paper puts forward some proposals:optimize the native environment for overseas talents; smooth the channel of coming back home to service; improve talent stimulation and evaluation system. In these three aspects, the paper also puts forward a number of practical and referenced policy proposals, for instance, establish authoritative global overseas talents databank; improve the construction of Students Pioneering Park, establish the flow mechanism of internationalized talents; set up talent management organization for backflow talents and so on.