The Research On The Problems And Countermeasures Of High-level Talent Service Management

General Secretary Xi Jinping has stressed that talent is the primary resource and innovation is the primary driving force.Human resources have become an important cornerstone and strategic support for China’s national rejuvenation and Strengthening.In recent years,the competition for talent in domestic first-tier cities and regional central cities has become increasingly fierce.Local governments have introduced preferential treatment policies and innovative service management measures to attract high-level talent.In particular,they have increased incentives and guarantees for high-level talent in various aspects such as resettlement subsidies,business platforms and children’s schooling.The competition of talent resources has also aroused the attention and research of the academic circle,and a lot of exploration and research have been conducted in the aspects of overseas talent introduction,talent service system construction,talent development environment and so on.Since 2018,Mianyang has made a series of attempts and explorations in talent mechanism and system innovation,talent ecological environment construction and other aspects.Through the implementation of the new talent deal,it has strengthened talent introduction and aggregation,boosted the high-quality development of Mianyang economy.However,there are still some problems that the efficiency of talent service management is not high.This paper analyzes the current situation of Mianyang high-level talent service management through interviews,questionnaires and in-depth interviews.Using the New Public Service Theory,Two Factors Theory,Learning Organization Theory and other relevant theoretical knowledge,find out the existing problems in the current stage of management,and study the causes of the problems,put forward the countermeasures and suggestions to improve the quality and efficiency of high-level talent service management.Through investigation and analysis,some problems are found out,such as the divisions between power and responsibility is not clear,the work force is not strong,the policy supply is insufficient and the fit degree is not high,policy attraction is not strong,implementation effect is not good,platform information level is not high,the collaborative sharing efficacy need to improve.It analyzes the reasons such as backward management concept,incomplete systematic thinking,policy is a formality,imprecise system design,working mechanism is not smooth,weak personnel strength,single service management mode and failure to form an effective management mode.It put forward the countermeasures and suggestions,such as demand-oriented transformation of administrative service management contempt,optimization of Mianyang high-level talent management mechanism,improving the policies and systems for high-level talent with characteristic of science and technology city,improving the information service level of high-level talent management.It is expected that the talent structure of Mianyang will be more reasonable,the industrial structure will be continuously optimized,and the economic and social development will be healthy and sustainable through precise efforts in the high-level talent service management concept,management subject,methods and measures.