Research On The Introduction Of High-level Talents In Jiangning District And Countermeasures

With the gradual deepening of reform and opening up, the vigorous development of socialist modernization, China's accession to WTO and the acceleration of global economic integration, human resources are becoming the country's most important strategic resource, which has become increasingly subject to the attention of Governments, especially high-level personnel is to become the world compete.Jiangning district government has being fully realizing industrial transformation and upgrading development, striving to lead a comprehensive well-off. In the journey of Jiangning development as the Sunan model modernization in the region, how to better implement the introduction of high-level personnel has become the urgent and important issue in front of Jiangning District, which is also the focus of this paper.The paper draws on experience at home and abroad to introduce high-level personnel, which based on the integrated use of literature research, comparative research, case studies, expert advice and other research methods. On the basis of "talent" and "high-level personnel" and other important concepts, a brief overview of the status of high-level personnel introduction of Jiangning District has been described from the theory of human capital theory and human capital flow factors. The high-level personnel introduction of Jiangning district achievements are summarized over comparative analysis, and the details of relative measures are introduced. But there are still many deficiencies such as the departments linkage is not high, personnel screening mechanism needs to be improved, the management of follow-up services are poor, venture capital institutions support is not enough, participation to the job market is low. The paper put forward countermeasures addressing to these issues, including strengthening awareness of the human resources strategy, establishing the scientific view of talent in concept level, consummating the policy of talent introduction, regulating the appraising, assessment and quit mechanism of talent and establishing flexible use of high-level personnel mechanisms in institutional level, uphold the Party supervising, perfect departmental interaction, attention to policy advocacy of raising awareness, optimizing high-level personnel screening program, unity of government-led and market operation, solving financing difficulties and other constraints factors and strengthening the follow-up management and services of talent introduction in operational level.