Internationalization of talent flow. The internationalization of talent competition promotes the transnational flow of talents. The free flow of talents is an important symbol of economic development. People always move in the direction of high opportunities, high development and high income, including transnational mobility. About1.300 million people in the world work abroad, and the international floating population accounts for about 1/50 of the world's total population. There are more than 580,000 international students in China, and hundreds of thousands of them go overseas to seek development every year. At the same time, about 6.5438+0.5 million overseas students returned to work. The internationalization of talent flow provides a good environment and opportunity for the introduction of talents in China.
Internationalization of talent quality. The requirements for the quality of talents all over the world are converging. Global vision, innovative ability, compound knowledge structure, high information sensitivity, good interpersonal coordination ability, strong organization and learning ability, good cross-cultural communication ability and international operation level have become internationally accepted standards for high-quality talents. Excellent talents who meet international standards have become the goal that all countries in the world compete for, and it is also the focus of attracting talents in China.
Talent constitutes internationalization. The internationalization of talent composition is the inevitable result of the internationalization of talent flow. It is a common phenomenon that talents of different colors, races and countries gather in the same area or organization. Different countries and regions have different talents, cultural traditions, thinking characteristics and innovative abilities. When they gather as a team, they can often play a synergistic effect of blending and complementing eastern and western cultures. The prosperity of the United States and the growth of multinational companies have a lot to do with this. Experts believe that cities with a resident population of foreigners below 10% to 15% of the total urban population cannot be regarded as international cities. Similarly, companies with a certain proportion of foreign talents cannot be positioned as international companies. The country diversification of introducing foreign experts deserves attention.
Since entering the 2 1 century, all countries in the world, especially developed countries, are accelerating the adjustment of economic structure, making full use of the opportunities brought by economic globalization and high technology to seize the commanding heights of global economic development, which requires the corresponding adjustment of talent structure. Therefore, we must put the optimization of talent structure on the important agenda of talent resource development. For example, one of the important tasks of China's economic restructuring is to enhance industrial competitiveness, transform traditional industries with high technology, and vigorously develop high-tech industries with comparative advantages. At present, there is a shortage of high-tech talents in China, and the shortage of high-tech talents will become more prominent in the fierce international talent competition. Therefore, measures should be taken to increase the total number of high-tech talents, improve the quality of high-tech talents and provide talent guarantee for economic restructuring by strengthening talent training, promoting talent flow and attracting overseas talents.
The competition of comprehensive national strength, including economic strength, scientific and technological strength, national defense strength and national cohesion, is ultimately the competition of talents. All countries in the world put human resources development in a prominent position, formulated their own talent development strategies, and tried their best to attract foreign talents while strengthening the training of domestic talents. For example, the United States attracts a large number of overseas talents by increasing H-IB visas (visas that allow foreign professionals to work in the United States). Germany issued the "Green Card Plan" to urgently recruit foreign computer talents. Britain, Finland, Sweden, Denmark, Switzerland and other countries have adjusted their immigration policies to attract foreign talents. Japan plans to attract tens of thousands of outstanding foreign professionals in recent years. China's outstanding talents are one of the focuses of developed countries. At present, developed countries such as the United States and Britain attract talents from China by strengthening TOEFL and IELTS. Among the top 500 multinational companies in the world, more than 400 enterprises and 100 R&D centers have taken root in China and implemented the strategy of "localization" of talents, attracting a large number of outstanding talents to China.
The measures to attract talents in developed countries are closely related to their economic strength and social development level. For most underdeveloped countries, these measures are difficult to follow completely. In order to cope with the competition for talents in developed countries and promote the return of talents, many moderately developed and underdeveloped countries have taken a series of effective measures to attract overseas talents, especially some Asian countries and regions. The first is to formulate plans and plans for introducing overseas talents. Singapore announced the implementation of the first batch of eight human resources "Contact Singapore" centers in "2 1 Century", South Korea set up the "Association of Korean Scientists and Engineers" with recruitment function overseas, and India set up Indian clubs living abroad. The third is to set up a special fund for introducing overseas talents. Thailand implemented the "Think Tank Return Plan" and invested 2.2 billion baht (about 50 million US dollars) to hire overseas Thai experts to return to China within ten years. Singapore established the "Singapore International Fund". The fourth is to formulate and implement preferential policies. Provide long-term residence and entry and exit convenience for overseas talents, provide subsidies and subsidies, reduce taxes, and provide stocks and options.
In a word, the internationalization of talents is an irreversible trend of the times, which will have a great and far-reaching impact on the development of human resources in all countries of the world. To do a good job in the construction of China's talent team, we must conform to this trend of the times. It is necessary to study and grasp the law of talent internationalization and formulate talent strategy and related measures in combination with reality; We should learn all advanced human resources development concepts and management methods, take the initiative to connect with international standards in the qualification certification of professional and technical personnel, and improve work efficiency and talent utilization; We should foster strengths and avoid weaknesses, seek advantages and avoid disadvantages, minimize the negative impact of talent internationalization on us, take advantage of the opportunity of talent internationalization to attract talents extensively, and make good use of the international and domestic talent market and human resources. The internationalization of talents is not only a rare historical opportunity, but also a great challenge to the construction of talent team in China. Grasp the laws and characteristics of talent internationalization, study and put forward the countermeasures to retain and attract talents in China under the trend of talent internationalization, and strive to do a good job in talent work under the new situation.