articles from public number: IPP Comments (ID: IPP-REVIEW), Author: Liming Juan, Research Assistant Public Policy Institute of South China University of Technology, Policy Analyst The title picture comes from: Visual China.
1. Introduction
Today’s economic globalization, cities no longer rely solely on traditional elements (population and natural resources) for more competition To rely on capital, technology, market, and talent resources to compete . In the process of economic development, science and technology are always the primary productive forces, and human resources are the main driving force for technological innovation. [1] .
The demand for talent resources in various cities is constantly changing. With the weakening of the demographic dividend in recent years, the accumulation of talent resources is not only the accumulation of a large number of labor forces, but also a higher level of knowledge and technology Talent. High-quality talent resources are the carrier of technology. The gathering of high-level talents can bring about the accumulation of technology. At the same time, the derivative effect of talents will bring more capital, technology and the re-assembly of higher-quality talents. Therefore, talent resources are The key factors for cities to carry out industrial transformation and promote economic development.
Guangzhou is in a critical period of industrial transformation. In order to be able to maintain competitiveness in the competition of various cities, it is constantly enhancing its own advantages in human resources. At present, Guangzhou’s advantages in terms of human resources are mainly reflected in its abundant college resources and high scientific research capabilities, but there are also problems with the talent team in Guangzhou. For example, in our interviews, government officials raised questions, Why Guangzhou The city is rich in talent resources, but the output of talent results is low? Compared to Shenzhen, Guangzhou’s talent reserve is better than Shenzhen, but the technology development is not as good as Shenzhen, and the talent effect has not been effectively exerted.
2. Current situation and gaps between Guangzhou and Shenzhen
Talent means with certain professional knowledge or specialized skills, People who do creative work and contribute to society . In terms of total human resources, grading above bachelor degree and intermediate professional title or above are used as the evaluation criteria. There are 290,400 graduates of general higher education in Guangzhou and about 25,400 graduates of graduate education. There were only 23,100 students, and 49,900 graduates of graduate education in ordinary colleges and universities. [2] . Among all kinds of professional and technical personnel, the number of people with intermediate titles and above in Guangzhou is 974,000, and the number of people with intermediate titles in Shenzhen and above is 509,000. In terms of total human resources, Guangzhou has Obvious advantages [3] .
Unlike talents in a broad sense, High-level talents are people with high education, high technology, and high quality. Their creative labor can produce higher economic benefits for the economic development of cities. < sup> [4] . In Guangzhou, high-level talents are divided into international talents, national talents and provincial talents. International-level talents mainly include Nobel Prize winners, national-level talents mainly include academicians and national multi-million talent projects, and provincial-level talents mainly include those selected for the Pearl River Talent Program and Nanyue Baijie.
Taking national high-level talents as an example, as of the end of 2018, there were 115 academicians in Guangzhou. In the field of emerging industries, Guangzhou has a total of 71 academicians, of which 63 are employed in institutions of higher learning, 3 are employed in scientific research institutions, and 5 are employed in enterprises. There are 40 full-time academicians of the two academies in Sui, 31 of whom work in institutions of higher learning, 7 of them work in scientific research institutions, and 2 of them work in enterprises.
In addition, Guangzhou has been selected into 39 national talent projects, 23 of whom work in universities, 10 of them work in scientific research institutions, followed by 3 of hospitals, 2 of enterprises, and 1 of government departments. [5] [6] . The Guangzhou Pearl River Talent Plan has selected 90 innovation and entrepreneurship teams. 64% of the introduction units of these innovation and entrepreneurship teams are located in colleges and universities, and 29% are located in enterprises. According to the Shenzhen Yearbook and various media reports, Shenzhen has expanded the introduction of high-level talents in 2018. At present, there are a total of 12,110 high-level talents, including 41 full-time academicians and 143 high-level innovation and entrepreneurship teams. [7] < / sup>.
From the perspective of high-level talent resources in the two cities, the reserves of Guangzhou and Shenzhen are comparable, but employment distribution data of high-level talents show that 90% of Shenzhen’s high-level talents have R & D personnel. Concentrated in enterprises, 90% of R & D institutions are set up in enterprises; Guangzhou’s high-level talents and innovation teams are mainly distributedSchools and research institutes rarely work in enterprises.
3. Reason Analysis
3.1 Impact of Existing Economic Structure
Guangzhou is a city with a long history. Its economic development is relatively easy to stick to traditional pillar industries. The talent effect is affected to a certain extent by the existing economic structure. In the economic structure, the corporate structure and the industrial structure will affect the exertion of talent effects and the attraction to talents.
From the corporate structure of Guangzhou, First of all, Guangzhou has many large state-owned enterprises. In 2018, there were 1,106 state-owned enterprises above designated size in Guangzhou. State-owned enterprises are generally large-scale, but their innovation capacity is not sufficient, because state-owned enterprises have strong rules-oriented and generally show a more conservative and stable corporate culture, but this conservative corporate culture just hinders innovation.
Second, Guangzhou lacks large enterprises such as Huawei and Tencent to drive innovation ecosystems. In terms of the number of Fortune 500 companies, Guangzhou lacks competitive leading enterprises. In 2018, a total of 120 Chinese companies were selected into the Fortune Global 500, 3 in Guangzhou and 7 in Shenzhen; among the top 500 Chinese companies, 17 were selected in Guangzhou and 27 were in Shenzhen; Chinese private enterprises 500 Among them, there are 15 in Guangzhou and 25 in Shenzhen. It can be seen that there is still a large gap between the number of large enterprises in Guangzhou and Shenzhen.
The city’s industrial structure is also one of the important factors affecting talent development . The insufficient innovation capacity of emerging industries in Guangzhou has led to the small scale of emerging industries. The innovation capabilities of emerging industries are mainly reflected in R & D investment and technological output, while Shenzhen’s R & D investment and technological output are higher than Guangzhou.
In terms of R & D investment, in 2017, Guangzhou’s R & D investment accounted for 2.48% of GDP and Shenzhen’s 4.13%. In terms of scientific and technological output, the number of PCT international patent applications was 1,897 in Guangzhou and 18,081 in Shenzhen. The number of PCT applications in Shenzhen accounted for approximately 34.8% of the national total.
In 2018, the value added of strategic emerging industries in Guangzhou was 409.1 billion yuan, accounting for GDPAt 17.9%, the added value of Shenzhen’s strategic emerging industries was 915.52 billion yuan, accounting for 37.8% of GDP. [8] . In terms of the number of unicorn companies, as of the end of 2018, there were 161 unicorns in China, including 14 in Shenzhen and 4 in Guangzhou. [9]
Guangzhou’s existing economic structure, First, traditional state-owned enterprises cannot stimulate the innovation ability of existing talents. Second, there is a lack of large-scale leading technology companies, lack of innovation capabilities in emerging industries, and high-level technical talents. Not enough attractiveness , therefore, companies in Guangzhou are less competitive than other cities in terms of bringing out talent effects and attracting technical talent.
3.2 Design of talent introduction policy
The formulation of different talent policies determines the direction and method of talent introduction, and is an important factor to promote the effective use of talent resources in important areas. Guangzhou and Shenzhen have their own focus on talent development strategies.
In the documented policies of the “Guangzhou High-level Talent Identification Scheme” and “Guangzhou High-Level Talent Training Funding Plan”, first of all, Sound high-level talent training support mechanism Funding for academic conferences, forums, and advanced studies. Based on a large number of high-quality universities and research institutes in Guangzhou, I hope that we can train more localized high-level talents based on the advantages and shortcomings of Guangzhou’s economic development; second, attract high-level talents, especially It is overseas high-level talents who come to work in Guangzhou.
Shenzhen is different. The policies in Shenzhen’s “High-level Talent Recognition Standards” and “Overseas High-Level Talent Recognition Standards” policies focus on introduction rather than training , including various Leaders in such disciplines, high-tech talents and compound talents are trying to break the bottleneck of the Shenzhen talent team construction, that is, the lack of talent resources reserves due to the lack of key universities.
In each talent project document, Guangzhou and Shenzhen have provided specific policies for various types of high-level talents. The “Red Cotton Plan” in Guangzhou and the “Peacock Plan” in Shenzhen are policy documents aimed at high-level overseas talents. Specifically, the main policy objective of Guangzhou ’s “Red Cotton Plan” is to introduce and support overseas talents to start businesses around the “IAB Plan” and “NEM Plan”, and to create a high ground for overseas talents to innovate and start business.
The main purpose of Shenzhen’s “Peacock Plan” is to attract various types of overseas high-level talents, including scientific researchers and entrepreneurs, and corporate executives. On the seaIn terms of subsidies for foreign talents, Shenzhen’s “Peacock Plan” awards 1.6 million to 3 million yuan for selected talents, and Guangzhou’s “Red Cotton Plan” provides 1 million to 2 million yuan for rewards.
Comparison found that Guangzhou’s overseas talent policy focuses on the introduction of entrepreneurial talents, hoping to make up for the lack of independent innovation capabilities and lack of leading enterprises in Guangzhou.
In terms of talent team construction, Guangzhou has introduced the “Lingnan Yingjie Project” to formulate a talent team construction plan. In the detailed implementation rules, high-level talents are divided into two echelons based on the research level of talents, and academicians of the first echelon are trained. Reserve talents and reserve talents of the national key talent projects in the second echelon. Shenzhen’s “Pengcheng Talent Program” divides key training areas and builds specialized talent teams, such as basic research talents, core technology R & D talents, guest talents, and business model innovation talents.
In general, Guangzhou ’s talent echelon policy sets forth the criteria for identifying talents for each echelon, but does not divide the industry sector. Shenzhen’s talent construction policy is more focused, and it is closer to the needs of economic development. In terms of rewards and subsidies, Guangzhou has rewarded a total of 1.25 million to 2 million in reserve talents. Shenzhen has given teams up to 100 million yuan in core technology research and development personnel training programs, and other training programs have also given dozens of dollars. Funding ranging from tens to millions.
Regarding the introduction of innovative and entrepreneurial talents, Guangzhou and Shenzhen have issued corresponding documents to provide policy support and financial support for talents who have contributed to innovation and entrepreneurship. Guangzhou’s “Hundred Talents Plan for Innovation and Entrepreneurship Leading Talents” aims to introduce innovative entrepreneurship talents in related industries to develop. The introduction target includes innovative leaders and entrepreneurial talents with core technology or management capabilities. 1 million to 5 million start-up capital will be given to entrepreneurial leaders and 1.5 million income tax subsidies will be provided to individuals.
Shenzhen’s “Young Innovation and Entrepreneurship Talents Selection Support Program” aims to select outstanding innovative and entrepreneurial young talents, include backup talents of high-level talents for key training and support, and give selected talents high-level talents as backup talents. Treatment subsidy.
In contrast, Guangzhou’s focus on the introduction of mature entrepreneurial talents in innovation and entrepreneurship can bring technology and projects, while Shenzhen’s innovation and entrepreneurship policy focuses on young talents, hoping to help hold Potential young people to help them incubate their businesses .
3.3 Talent Management Policy
The talent management policy is, to a certain extent, an important factor affecting the effectiveness of the follow-up of talent introduction. The management of talents is mainly reflected in the assessment of talents and rewards for achievements. Talent assessment is mainly aimed at high-level talents. The assessment standards in Guangzhou and Shenzhen are about work performance and innovation ability. The assessment time is about two years to achieve dynamic management of high-level talents.
But For different high-level talent groups, there are some differences in the talent management rules between Guangzhou and Shenzhen . For example, in the post-doctoral assessment, the assessment in Guangzhou is performed once every two years, and the performance evaluation is performed on the assessees. The assessment of postdoctoral staff in Shenzhen is linked to the subsidy system. Only after passing the various stages of assessment can rewards and subsidies be obtained.
Achievement rewards in talent management are aimed at innovative and entrepreneurial talents and young talents. Guangzhou’s “High-level Talent Cultivation Funding Scheme” and “Guangzhou Innovation and Entrepreneurship Leading Talents 100 Talents Plan” mentioned the provision of financial rewards for those who hold academic conferences, participate in further studies, publish dissertations, and start business in Guangzhou. Shenzhen’s “Several Measures on Promoting the Priority of Talent Development” set up multiple awards, such as technology invention awards and patent awards, to be awarded to talents who have made outstanding contributions to independent innovation.
The main difference between the reward policies of Guangzhou and Shenzhen is that in addition to the basic subsidies for talents, Shenzhen also has many rewards for later achievements; Guangzhou pays more attention to awards in publishing academics and attending conferences, but There are fewer rewards for scientific and technological achievements. Shenzhen also rewards units and institutions that have contributed to talent attraction. For example, Shenzhen has established the Talent Talent Award, which is distributed to enterprises and institutions, private non-enterprises and human resources service agencies to encourage enterprises to introduce talents.
4. Enlightenment
The talent problem that Guangzhou faces now is that it has a large number of talent resources but ca n’t really exert the talent effect. Through a comparative analysis, The problem of improving talent utilization rate in Guangzhou cannot be dependent on traditional talent policies, but It should be based on the drive of large leading companies and the improvement of the business environment.
The talents are divided into part-time talents and entrepreneurial talents. Among them, part-time talents need excellent companies as carriers, while entrepreneurial talents need to play a role in a good business environment. At present, Guangzhou must actively introduce outstanding large enterprises on the one hand;On the other hand, it is necessary to create an entrepreneurial area with compact space, convenient transportation, and technological connectivity, strengthen intellectual property protection, simplify business procedures, and facilitate the business environment.
In the formulation of talent policy and talent management. First of all, Guangzhou should specify relevant policies based on the actual needs of its own economic development. For example, the lack of leading technology companies should introduce more preferential policies to attract mature entrepreneurial talents and their technologies and projects. At the same time, Guangzhou strengthened its talent subsidy to maintain competitiveness in the competition for talent resources among cities.
Second, in terms of talent management, talent assessment in Guangzhou can be considered to be linked to subsidy policies and incentive policies, so that assessment can be used as an incentive to promote the subsequent play of the talent effect. Finally, talent awards in Guangzhou can focus more on scientific and technological achievements rather than on academic research, promote the transformation of scientific and technological achievements, and increase the commercial value of scientific and technological achievements.
Aiming at Guangzhou ’s inadequate and inefficient implementation of talent policies, the first reason is insufficient promotion of talent introduction policies. Second, when applying for talent projects, the procedures are complicated, the review cycle is long, and the policy implementation is slow. As a result, many talents cannot be subsidized in time.
Therefore, Guangzhou should strengthen the implementation efficiency of talent policy, that is, send special personnel to follow up the progress of various talent projects to ensure that applicants can quickly complete the application process and receive corresponding subsidies and rewards. At the same time, it is also necessary to strengthen the promotion of talent policies, and to list talent policies and talent projects on relevant websites so that applicants can have a more systematic understanding of Guangzhou’s talent policies.
References:
[1] Li Zhongbin, Tu Manzhang, Zhao Cong. Comparison and Reflection on the Competition for Urban Talents in China [J]. Journal of China Institute of Industrial Relations, 2018, v.32; No. 188 (04): 38-47.
[2] Guangzhou Statistical Yearbook, Guangzhou Municipal Bureau of Statistics, http://210.72.4.58/portal/queryInfo/statisticsYearbook/index.
Shenzhen Statistical Yearbook, Shenzhen Government Online, http://www.sz.gov.cn/cn/xxgk/zfxxgj/tjsj/tjnj/. < / p>
[3] Shenzhen National Economic and Social Development Statistical Bulletin 2018, Shenzhen Government Online, http://www.sz.gov.cn/cn/xxgk/zfxxgj/ tjsj / tjgb / 201904 / t20190419_16908575.htm.
[4] Huang Yichun. Comparative analysis of talent policies in the four cities of Beijing, Shanghai, Guangzhou and Shenzhen and suggestions on talent policies in Guangzhou [J]. Science and Technology Management Research, 2017 (20): 56-61.
[5] Guangzhou White Paper on Talent Development, Guangzhou Municipal Government, http://www.gz.gov.cn/gzgov/kjcy2/201906/113839f716374922afb972e504e76ee6.shtml. < / span>
[6] Guangzhou National Economic and Social Development Statistical Bulletin 2018, Guangzhou Municipal People’s Government, http://www.gz.gov.cn/gzstatsjg/tjsj/201904/ 49957c36f9f84cdc95978e3aa5caf2d6.shtml.
[7] Cui Xia, Chen Xiaohui, 8 keywords to see the “year-end summary” of Shenzhen 2018, Shenzhen Business Daily, 2019-01-10, http: //szsb.sznews .com / PC / content / 201901/10 / content_547963.html.
[8] Classification of high-tech industries (manufacturing), National Bureau of Statistics, http://www.stats.gov.cn/statsinfo/auto2073/201310/t20131030_450341.html .
[9] Ren Zeping, China Unicorn Report 2019, 2019-03-07, https://baijiahao.baidu.com/s?id=1627308078500240663&wfr= spider & for = pc.
articles from public number: IPP Comments (ID: IPP-REVIEW), Author: Liming Juan, Research Assistant Public Policy Institute of South China University of Technology, Policy Analyst.