The Empirical Study On The Introduction And Cultivation Of High-end Talents

As the name implies, refers to the part of high-end talent talents with higher levels of human capital in the talent group, usually separate from the general talent zone by education level or professional qualification. This paper argues that have higher education or professional qualification represent only the talent has the ability to engage in certain important foundation work to verify whether has the ability, but also the need of practice, so this paper study the high-end talent needs to have some experience of experience, and proved himself to have engaged in some significant research or engaged in some important positions of leadership ability to work.The innovation of this paper is to high-end talent introduction and training conducted a comparative study of two kinds of talent acquisition mode, that each have different characteristics, talent demand side should be according to their own actual needs and the combination of different features of introducing and cultivating the reasonable choice of talent acquisition mode. In this paper, on the basis of political economics of interest subject division method, the introduction and training of talents involved stakeholders into the introduction of talent, the introduction of talent, the party talents training, training of personnel and other four categories, and the talent introduction and training work into the earnings are comprehensively analyzed each kind of benefit main body participation. This paper also compares the cost of high-end talent introduction and training form, believes that the cost of the introduction of high-end talent is low, should carry out personnel actively introduce work in the conditional premise the employing unit. But with the increasingly fierce competition for high-end talent, the introduction of talent from the outside pressure is more and more big, and the number of the introduction of talent is far unable to meet the needs of economic and social development of talent, so this paper concludes that the employer should actively carry out the work of cultivating talents.Since 2008, countries "one thousand people plan" carried out after the local governments have introduced high-level talents import policy. This article has conducted the research to the Shandong province and Jiangsu Province as example and policy implementation effect issued on the local government makes policy, Shandong Province found that although the introduction of a comprehensive high-end talent introduction policy, but the policy implementation is not in place, resulting in very large gap between the number of existing talents and Jiangsu Province, and the introduction of high-level talent type and belongs to professional field and policy consistency requirements of low. In order to cope with the increasingly fierce international high-end talent competition, in 2012 the country began to implement the high-level talents special support programme, which is a high level of personnel training of our top planning, echoes with the "thousand person plan". But the local government to "special support plan" is not a response, in Shandong province and Jiangsu Province as an example, Jiangsu province after the "special support plan" introduced rapidly improve the "project 333" the cultivation of high level talents, achieve cohesion and "special support plan", but Shandong province from first to last no policies the cultivation of high level talents in the corresponding.On the basis of high-end talent introduction and training of comparative study, this paper thinks that should choose the right talent acquisition way in acquiring the development of high-level talents required by the employer, to strengthen the high level talents introduction dynamics in the conditional premise; introduction aims to use, so the employer needs to establish perfect talent the evaluation system of high level talents introduction to role play evaluation; Shandong province should improve the implementation of employment policy work, and timely introduction of high-level personnel training policy to respond to external talent competition pressure.