Research On The Optimization Of Talent Introduction Policy In Universities In Jiangxi Province From The Perspective Of Policy Tool Theory

Regional development,talent first.Jiangxi universities have formulated various talent introduction policies and strive to become a bridgehead to attract high-level talents.At present,whether the talent policies formulated by Jiangxi colleges and universities can play a good combination of "introduction","good use" and "retention" of talents in the fierce competition for talents,and give play to the leading role of talents in Jiangxi colleges and universities,is a question worth exploring.Firstly,ROST Content Mining System 6.0 software was used to analyze the word frequency of the talent introduction policy samples of six universities in Jiangxi to understand the "whole picture" of the talent introduction policy of Jiangxi Province.Then,the ordinal numbers and frequencies of the top 200 high-frequency words in the overall sample and individual samples of the talent policies of six universities in Jiangxi are used as variables to fit the curve to understand the differences in the talent introduction policies of different universities.Finally,a three-dimensional analysis framework of "policy tools-policy objectives-policy stages" was constructed,and 33 talent policy samples from Jiangxi universities were coded,statistically and analyzed.This article found that:First,from the current situation of talent introduction policies in Jiangxi universities: the introduction policy mainly focuses on six major themes such as talent categories,introduction requirements,research directions,salary and treatment,supporting support and assessment management,and the overall word frequency and individual word frequency show obvious "long tail" distribution characteristics,"talent","discipline" and "engineering" are the main competition points for talent introduction in Jiangxi universities,and "professional ethics" and "talent quality" are not enough attention;Among the talent introduction policies,demandoriented tools are used the most,and environmental tools are seriously insufficient,indicating that the use of talent introduction policy tools is unbalanced,the talent demand gap is large,and the talent introduction environment needs to be optimized.Nanchang University and Jiangxi Normal University have a high frequency of use of policy tools,mainly demandoriented policy tools and supply-oriented policy tools,while other universities use policy tools less frequently,indicating that there are differences and preferences in the use of policy tools in different universities.Since 2016,the use of policy tools has obvious structural consistency,indicating that supply-oriented policy tools and demand-oriented policy tools will continue to be the main policy tools in the future.The frequency of use of policy tools in Jiangxi universities is synergistic with the release time of major national talent policy documents,indicating that the talent policy of Jiangxi universities is based on national policies,and national policies have a promoting effect on the introduction of local talents.Second,from the perspective of the insufficient talent introduction policy in Jiangxi universities: the structure of policy tools is unbalanced,and supply-oriented policies are mainly concentrated in the support of scientific research funds,and there is a problem of emphasizing scientific research and neglecting teaching.Both incentive allowances and achievement incentives are inclined to scientific research,and there are relatively few aspects of teaching,and there are problems such as insufficient incentives;The use of policy tools of "scientific research platform" is small,and the attractiveness of the platform is insufficient,but the support of "scientific research funding" has gradually increased,indicating that there is a lack of synergy between policy tools,and there are situations where they cancel each other out or even conflict with each other.The formulation of talent introduction policies in Jiangxi universities is mainly dedicated to the introduction of talents,while the links of retaining and using talents lack corresponding input support,and the policies are missing and disconnected,and there are risks such as brain drain;Although the policy objectives of talent introduction have certain operability,they do not further clarify the specific target segmentation,and lack of more specific implementation plans,which makes the process of policy implementation have a greater degree of freedom,and it is difficult for policy implementers to have a clear operational guidance,which affects the accuracy and effectiveness of policy implementation;There is obvious institutional inertia in the structure of policy tools and content structures.From Phase 1(2016-2020)to Phase 2(2021-2023),the talent policy tools of Jiangxi colleges and universities are mainly demand-oriented policy tools,supplemented by supply-oriented policies,and the tool structure has not undergone obvious adjustments,and there is inertia in the structure of policy systems.The content of the talent introduction policy lacks innovation,mainly focuses on talent evaluation,and ignores the cultivation and development of talents.Third,from the perspective of talent policy optimization in Jiangxi universities: optimize the use of supply-oriented policy tools and improve the use of environmental policy tools.The "talent retention" link should focus on family placement and welfare allowances,and the "talent use" link should focus on the cultivation and development of talents;Improve the attractiveness of "retaining talents" and "using talents",and establish incentive mechanisms for retaining talents,talent policy evaluation systems and dynamic adjustment mechanisms.Improve the data collection and analysis system,establish scientific,systematic and comparable data indicators,and actively and timely adjust policies to adapt to changing market and social needs,and improve policy adaptability and pertinence;Innovate the talent rating system,introduce diversified evaluation indicators and third-party evaluation agencies,formulate "differentiated" policy measures,strengthen policy adjustment and revision,and improve the flexibility of talent policies.