Urban talent strategy is the premise and key to promote the strategy of rejuvenating the country through science and education, rejuvenating the province through science and education and rejuvenating the city through science and education during the Eleventh Five-Year Plan period, and it is also the driving force for the sustainable development of urban economy and society. Implementing the strategy of urban talents and building a highland of talents is an important factor that determines the competitiveness of cities during the Eleventh Five-Year Plan period. In the process of accelerating urbanization, we should take talents as the key factor to promote the development of various undertakings in the city, strive to cultivate tens of thousands of high-quality workers, tens of millions of specialized talents and a large number of top-notch innovative talents, build a large-scale talent team with reasonable structure and excellent quality, give full play to the enthusiasm of all parties and the initiative and creativity of all kinds of talents, create a new situation in which talents come forth in large numbers and make the best use of their talents, and effectively enhance the core competitiveness and comprehensive strength of the city. The research on related topics in the 11th Five-Year Plan of cities should fully establish the idea that science and technology are the primary productive forces and talents are the primary resources, and first make a breakthrough in the key link of talents, so as to meet the rapidly growing demand of science and technology, culture, education and cities for talents. This is the key point to grasp the strategic opportunity period in the next 20 years.
First, the "Eleventh Five-Year Plan" period, the implementation of urban talent strategy to solve the main problems
With the rapid development of urbanization today, the implementation of talent strategy has been widely concerned. However, as an important decision related to the promotion of the city's core competitiveness and comprehensive strength, there are still many specific problems to be solved in the real implementation. These problems include: insufficient total talents; The structure and layout are not reasonable, especially the shortage of high-quality, refined, new, compound and innovative talents urgently needed for urban construction, the unreasonable flow and loss of talents are more serious, and the problem of urban talent security is increasingly prominent; The urban talent management mechanism is rigid, the scientific talent work mechanism has not been fully established, and the investment in talent work is low. In short, in the increasingly fierce global talent competition, our city is still facing a severe test.
(A) "Eleventh Five-Year Plan" period of human resources development
The successful experience of modern cities in the world shows that the rapid growth of human resources is the most direct and important driving force of urban modernization. This experience and the current situation of urban talent team in China require that in the implementation of urban talent strategy, we must implement the pilot model of human resources development, vigorously develop human resources, and effectively improve the overall quality of human resources. Party committees and governments at all levels in cities should truly establish the concept that human resources are the first resource, put the development of human resources and improve the overall quality of human resources at the top of all their work, attach great importance to it and make unremitting efforts. It is necessary to increase investment in education and training and effectively improve the efficiency of the use of education funds and training funds. We should continue to reform the education and training system, establish the concept of big education and big training, and establish a learning society, a learning city and a learning community, so that the education and training system can truly produce talents early, more talents and high-quality talents.
(B) "Eleventh Five-Year Plan" period, the loss of human resources
Since the reform and opening up, with the rapid development of science and technology, the continuous upgrading of industrial structure and the continuous improvement of management science level, the competition for talents in the world has become increasingly fierce. Due to various conditions, China has been in a passive and unfavorable position in this talent competition, resulting in a large number of brain drain. From 1978 to the end of 2002, there were 580,000 students studying abroad in China. So far, only 6.5438+0.5 million students have returned to China, accounting for only 25.86% of the total number of students studying abroad. Before and after China's entry into WTO, China experienced the third brain drain peak. As a country, talents are losing; As a region, city and enterprise, the brain drain phenomenon is equally shocking. The way to govern the country lies in getting people. In the increasingly fierce competition for talents, we should reverse the passive and unfavorable situation as soon as possible and try our best to retain talents. In the Eleventh Five-Year Plan, we should build a strong magnetic field to attract and retain talents from the aspects of management system, policies and regulations, social environment, public opinion atmosphere, entrepreneurial conditions, salary and logistics support, strengthen the talent incentive mechanism, innovate the talent introduction mechanism, reform the talent training mechanism, and build a strategic highland for urban talents.
(C) the "Eleventh Five-Year Plan" period of human resources structure
At present, there are serious unreasonable phenomena in the structure of human resources in China, which are as follows: ① the professional structure is unreasonable, there are many long-term professionals, and there is a general lack of information, finance, accounting, foreign trade, law, high-tech and compound talents, especially those who are familiar with and good at using WTO rules; The energy level structure is inconsistent, there are many junior and intermediate talents, and the total number of senior talents is seriously insufficient; (3) the distribution of industries is unreasonable, such as the serious shortage of scientific and technological talents in the primary industry and the obvious imbalance in the talent structure in the tertiary industry; (4) The distribution of industries is unreasonable, such as the low proportion of professional and technical personnel in enterprises, accounting for only 35%, while 80.8% of scientists and engineers engaged in scientific and technological development in the United States are in enterprises and 61.4% in the United Kingdom; ⑤ The regional distribution is reasonable. For example, the density of professional and technical talents (the number of talents per 10,000 population) in the western region is only 225, while that in the eastern region is 302. 85% of senior talents are concentrated in the eastern and central regions, and most of them are concentrated in large and medium-sized cities; ⑥ Unreasonable division of ownership. For example, 74% of the total number of professional and technical personnel in the country are concentrated in state-owned units, while the sum of professional and technical personnel in non-state-owned units is only 26%. Therefore, in accordance with the requirements of coordinating urban and rural development, regional development, economic and social development, harmonious development between man and nature, domestic development and opening to the outside world, we must vigorously adjust and optimize the structure of talent resources, implement strategic reorganization of talent resources, effectively revitalize the stock of talent resources, improve the incremental structure of talent resources, and make the macro structure of talent resources adapt to the needs of coordinated development of industrial structure and economic and social environment.
(D) "Eleventh Five-Year Plan" period of human resources system issues
The talent problem is, in the final analysis, a problem of talent resource management system. During the 11th Five-Year Plan period, we must make a breakthrough in the reform of system of human resource management and establish a scientific human resource management system as soon as possible.
First, establish and improve an objective and fair human resource evaluation system and mechanism to provide accurate basis for the scientific management of human resources. The evaluation of talents is mainly from two angles: one is to evaluate performance, and the other is to evaluate ability. Evaluation of performance is for rewards and punishments, and evaluation ability is for selecting and employing people. The two cannot be confused, otherwise, it will inevitably lead to negative effects in management.
The second is to establish a competency-based management system and competition mechanism to build a broad stage for giving full play to the role of talents. The so-called ability management system means that only capable people are in their place. It consists of three systems, namely, fair evaluation system, fair treatment system and ability development system. In competency-based management, talents are treated fairly on the basis of fair evaluation. The treatment here includes position, salary, welfare and honor. After evaluation, if a person has weaknesses or deficiencies, he will enter the ability development system for training and improvement. Obviously, competency-based management has distinct advantages: ① it can objectively and fairly evaluate people's abilities and provide scientific basis for "those who are capable are superior, those who are equal are inferior, and those who are mediocre are inferior"; ② It can give full play to people's talents and avoid or reduce the consumption of human resources; (3) organically combine the use and development of talents, constantly improve the quality and ability of human resources, and ensure that talents can play a long-term and sustainable role.
Third, establish a more scientific distribution mechanism and incentive mechanism to achieve internal fairness and external competition. Establishing a scientific distribution mechanism and incentive mechanism can not only eliminate the worries of talents, but also stimulate talents to forge ahead and actively start businesses, making greater contributions to building a well-off society in an all-round way and realizing socialist modernization.
Second, the "Eleventh Five-Year Plan" period, the implementation of urban talent strategy countermeasures and ideas
From June 5th to February 6th, 2003, the CPC Central Committee and the State Council held the first national talent work conference in Beijing. General Secretary of the Communist Party of China (CPC) Central Committee and president Hu Jintao delivered important speeches at the meeting. This meeting is an important meeting with historical and overall significance. The meeting made it clear that the Party should adhere to the principle of managing talents, the people-oriented principle, the principles of respecting labor, knowledge, talents and creativity, and regard promoting development as the fundamental starting point of talent work. It was proposed that we should firmly grasp the three links of cultivating talents, attracting talents and making good use of talents, strengthen the capacity building of talent resources, deepen the reform of talent work system, vigorously cultivate all kinds of talents, speed up the adjustment of talent structure, optimize the allocation of talent resources and promote the rational distribution of talents. Fully develop domestic and foreign talent resources, strive to gather all kinds of outstanding talents into various undertakings of the party and the state, and provide strong talent guarantee and intellectual support for China's transformation from a populous country to a powerful country with human resources and for building a well-off society in an all-round way. For the 11th Five-Year Plan of all localities, to fully implement the spirit of the conference is to put the strategic planning of talents in an important position in the 11th Five-Year Plan research, and effectively grasp the urban talent strategy through scientific planning.
(A) the basic principles and key points of implementing Chengdu's talent strategy
During the Eleventh Five-Year Plan period, the basic principles and key points of implementing the urban talent strategy are to improve the party's ruling ability and deepen the reform of the cadre and personnel system. Efforts should be made to establish and improve the scientific mechanism of selection, appointment, management and supervision, with the goal of being scientific, democratic and institutionalized, and to establish and improve effective mechanisms and scientific methods in all aspects of discovery, training, selection, use, assessment and supervision, and strive to form a dynamic employment mechanism that recruits talents, gives full play to talents, and can be promoted and demoted. While deepening the reform of the system of leading cadres of the party and government, efforts should be made to improve the civil service system and promote the reform of the personnel system of government cadres; Efforts should be made to innovate the selection, appointment, incentive and restraint mechanism of enterprise leaders and promote the reform of personnel system in state-owned enterprises; Focusing on the implementation of the employment system and post management system, we will accelerate the reform of the personnel system in public institutions. Through reform, we will strive to form a correct orientation for employing people, form a strong atmosphere of seeking truth from facts and hard work, form a scientific mechanism and a good environment for cultivating, attracting and using all kinds of talents, and ensure the vigorous development of all undertakings in the city.
1. Four key points in implementing urban talent strategy during the 11th Five-Year Plan period.
"Eleventh Five-Year Plan" and even a longer period, strengthening and improving talent work should focus on four aspects:
(1) Focus on the growth of the total number of urban talents and the improvement of the quality of talents, and vigorously strengthen the capacity building of urban human resources. It is necessary to establish the concept of big education and big training. On the basis of improving the ideological and moral quality, scientific and cultural quality and health quality of all urban residents, efforts should be made to cultivate people's learning ability and practical ability, to improve people's innovation ability, to increase investment in urban human resources capacity building, to give priority to urban science education, to increase urban education and training, to promote the total number of talents to adapt to urban development goals, to adapt to the talent structure needed for the all-round development of urban undertakings, and to adapt to the talent training mechanism for the growth of cities and all kinds of talents.
(2) Persist in reform and innovation and improve the system and mechanism of talent work. The vitality of urban talent work depends on the innovation degree of urban system and mechanism. Perfecting the system and mechanism of talent work is of fundamental, overall, stable and long-term significance to the implementation of the strategy of strengthening the city with talents. As an important aspect of urban comprehensive reform, deepening the reform of urban talent work system must follow the law of talent resources development, adhere to the reform orientation of talent resources market allocation, strengthen and improve government regulation, and establish a dynamic urban talent work system and mechanism.
(3) To cultivate high-level talents to promote the construction of talent team and promote the coordinated development of talents at all levels. We should stand at a strategic height and formulate a talent training program that conforms to the national conditions and market conditions. The Eleventh Five-Year Plan of the city should pay special attention to the irreplaceable role of all kinds of high-skilled talents, practical talents in rural areas, young talents, female talents and ethnic minorities, and incorporate them into the overall plan.
(four) closely cooperate with the implementation of major national development strategies, develop and allocate human resources, and promote the coordination of human resources with economic and social development.
2. To vigorously implement the strategy of urban talents, we must adhere to the principle that the Party manages talents.
The key to implementing the strategy of strengthening the country through talents lies in the party. Adhering to the Party's management of talents is a new task for our Party to adapt to building a well-off society in an all-round way. According to the new requirements of perfecting the socialist market economic system and the new changes of the party's historical orientation, the major decision to reform and improve the party's leadership style and ruling style and improve the party's ruling ability is the fundamental guarantee for the talent work to move in the right direction. Party committees at all levels must adhere to the principle that the Party is in charge of talents, further strengthen and improve their leadership over talent work, and constantly improve the level of talent work. In terms of managing talents, the party mainly manages macro, policies, coordination and services, and certainly does not want the party Committee to cover all aspects of talent work. Adhere to the principle that the Party is in charge of talents, make efforts to formulate policies, integrate forces and create an environment, and strive to cultivate talents with undertakings, unite talents with the environment, motivate talents with mechanisms and protect talents with the legal system. To adhere to the principle of the Party's management of talents, we should correctly handle the relationship between the Party's management of talents and respect for the growth law of talents, and prevent and overcome the subjectivity and arbitrariness in our work. Correctly handle the relationship between the party's management of talents and the market allocation of human resources, so that talents can give full play to their roles and improve efficiency; Correctly handle the relationship between the party's management of talents and the management of talents according to law, and constantly promote the institutionalization, standardization and proceduralization of talent work. To adhere to the principle of the party managing talents, we must firmly grasp the central link of knowing and employing people and implement the system, mechanism and policy of selecting and employing people.
(B) to strengthen the development of human resources and promote the strategy of urban talents.
The development of human resources can not only directly promote the progress of social productive forces, but also help to fundamentally improve the utilization and allocation efficiency of other production factors and promote the civilized progress of the whole society. The development of human resources has also enhanced people's understanding of their dignity and value, and promoted people's free and all-round development. With the continuous expansion of the depth and breadth of human resources development, the welfare and quality of life of human beings are also constantly improving, and the level of human resources development has become an important symbol to measure the progress of urban economy and social civilization. Therefore, the effective development of human resources will become the main direction of implementing the urban talent strategy during the Eleventh Five-Year Plan period.
1. From developing material resources to giving priority to developing human resources.
The fundamental way to implement the talent strategy is to gradually change the priority development of material resources into the priority development of human resources. This is the fundamental sign that the modern scientific and technological revolution is different from the previous scientific and technological revolution, and it is also the understanding that China paid a considerable price for the reform and opening up. Although the development and utilization of material resources is the basis of the development of human society, the development of human wisdom and ability determines the depth and breadth of material resources development. With the development of modern scientific and technological revolution in cities, the wisdom of human beings has shown unprecedented great power. The construction of talents and human capabilities is playing an increasingly important role in supporting urban economic development and social progress, and it is increasingly decisive in the competition of urban comprehensive strength. Therefore, the research on related topics in the Eleventh Five-Year Plan must guide departments and leaders at all levels to improve their understanding that human resources development is more important than material resources development. It is necessary to analyze and study the advantages and disadvantages of implementing the urban talent strategy in this area. Although the scientific and cultural level of workers in China is generally not high at present, as long as we work hard to develop human resources, we can completely turn our city from a human resource city into a talent resource city and turn population pressure into a talent advantage. Let the urban talent strategy play a far-reaching role in the new historical period of urban modernization.
2. From priority investment in human resources to priority investment in human capital.
Urban talent strategy is to cultivate a large-scale talent team with reasonable structure and excellent quality by strengthening talent training, and greatly enhance the core competitiveness and comprehensive strength of the city. Therefore, in the 11th Five-Year Plan research, it is necessary to improve talent management, tap talent potential, stimulate talent vitality, strengthen human resource capacity building, and take the priority strategy of human capital investment as the first basic strategy. Urban human capital is the value expression of useful knowledge and skills formed by citizens through study and training. To implement the urban talent strategy, we must first increase human capital investment and implement the priority strategy of human capital investment. The historical experience of economic development in developed cities abroad tells us that to realize the rapid development of urban economy, we must invest in education, knowledge and citizens. China's domestic investment rate is the highest in the world, accounting for 42% of gdp, but most of it belongs to physical capital (plant and equipment) investment, while human capital (such as R & amp；; D, education, public health, etc. ) investment is obviously low. Under the new situation, cities should continue to expand investment in basic education, vocational education, research and development, national health and social security, form a network of vocational skills education throughout urban and rural areas, and gradually narrow the gap with developed foreign cities and domestic cities.
3. Establish and improve the dynamic monitoring system of urban human resources.
Statistical monitoring, analysis and research on the flow of human resources at home and abroad is a basic work that needs to be strengthened urgently. China's cities should strengthen the statistics, monitoring and research on human resources, and change the situation that the previous talent research only focused on qualitative analysis, but lacked quantitative and structural analysis and forecast tracking analysis, so as to strengthen the support for major government decisions. Therefore, in the research of related topics in the 11th Five-Year Plan, it is necessary to strengthen the mutual coordination and support among relevant government departments, and construct the index system and dynamic monitoring system framework of urban human resources. It is necessary to increase the basic investment in statistical analysis and research, and establish and improve the basic database of urban human resources statistics and policy analysis database; It is necessary to train a full-time research and analysis team, monitor the changes of urban human resources and the international and domestic mobility, and provide long-term decision-making consultation for urban government agencies.
(C) Optimizing the entrepreneurial environment is an important part of the urban talent strategy.
Talent, in the original sense, is entrepreneurship. Creating a social environment conducive to entrepreneurship is an inevitable requirement for implementing the urban talent strategy. At the same time, by providing entrepreneurial support and preferential policies, a good personal entrepreneurial environment and atmosphere is formed, which is the fundamental driving force for a city's sustained prosperity and development. After the 16th National Congress of the Communist Party of China, "respecting labor, knowledge, talents and creation" is an important policy of the Party and the country, which is considered to be implemented in the whole society. As an urban environment for talent growth, talent entrepreneurship and talent development, the implementation of urban talent strategy is to establish and improve a set of talent-related policy systems, give priority to optimizing the entrepreneurial environment for talent growth, and strive to form ideas and entrepreneurial mechanisms that meet the requirements of the Decision of the Central Committee of the State Council on Further Strengthening Talent Work during the Eleventh Five-Year Plan period and are compatible with the basic economic system in the primary stage of socialism. Let talents find a sense of belonging in our carefully optimized urban environment, let all the vitality of labor, knowledge, technology, management and capital compete to generate, and let all the sources of creating social wealth fully flow in order to benefit the city and citizens.
1. Promote the construction of entrepreneurial environment and maximize the value of talents.
Talent value refers to the recognition and reward that talents should get for providing services, paying labor and carrying out creative activities, including material rewards and spiritual incentives. The realization process of talent value is actually the return process of human capital investment, the process of talent display and use, and the key link that must be paid attention to in the implementation of urban talent strategy. To fully realize the value of talents, it is necessary to establish a socialized talent evaluation and incentive mechanism, and establish a mechanism in which production factors such as labor, capital, technology and management participate in the distribution according to their contributions, so as to attract talents, retain talents and motivate talents to make more contributions.
(1) Establish a talent evaluation mechanism based on ability and performance. Under the guidance of the "four respects" policy, the research on related topics in the 11th Five-Year Plan should take ability and performance as the main criteria to measure talents. Not only academic qualifications, not only professional titles, not only qualifications, not only status, but also encourage everyone to make contributions, and everyone can become a talent. It is necessary to establish a "great talent view" that fully reflects the development, diversity, hierarchy and relativity of institutional talents.
(2) Establish a perfect, standardized and scientific socialized incentive mechanism. In the 11th Five-Year Plan, we should introduce the concept of talent capital and explore the reform ideas of establishing the property right system of talent capital. First of all, eligible enterprises should be encouraged to implement options and equity incentives. Option and equity incentives are one of the forms to explore the property rights incentives of talent capital, and they are special incentives given by enterprise owners (investors) to enterprise managers and core personnel (including scientific research, management, production and marketing personnel with outstanding contributions or performances) outside the basic distribution system; The second is to explore the establishment of a system of paid transfer of talent capital and scientific research achievements. Realizing the paid transfer of talent capital and scientific research achievements is a concrete form to explore the property right incentive of talent capital. Its essence is to convert talent capital and tangible and intangible assets of scientific research achievements, including knowledge, management, patents, trademarks, scientific and technological inventions and original scientific research achievements, into currency or equity as the basis for motivating talents, and at the same time establish a perfect, standardized and scientific incentive system. Thirdly, exploring the establishment of property right incentive mechanism needs legislative guarantee.
(3) Effectively construct relevant mechanisms suitable for the right path of high-level talents. High-level talents such as middle and senior leading cadres, outstanding entrepreneurs and senior experts in various fields are the focus of talent team construction. The eleventh five-year plan should focus on three aspects: first, establish and improve the incentive and restraint mechanism for entrepreneurs, accelerate the establishment of modern enterprise system, improve the corporate governance structure, and provide a broad space and stage for entrepreneurs to grow and start businesses; Second, study and follow the growth law of academic leaders, establish a tracking management system, further eliminate the phenomenon of seniority and quick success in scientific research, and further form an institutional system for training and selecting senior experts; Third, the central and provincial levels should focus on the needs of the long-term development of various undertakings of the party and the state, and build a reserve cadre team at the provincial, ministerial and prefectural levels with sufficient quantity, excellent quality, complete categories and reasonable structure.
2. Reform the personnel system to create a broad platform for entrepreneurial cities.
The reform of personnel system is an important and concrete work to implement the urban talent strategy. Influenced by the traditional personnel system under the planned economy system, many aspects of China's personnel system could not meet the needs of the market-oriented allocation of human resources until the end of the Tenth Five-Year Plan. Especially because of the restriction of traditional identity system, file system, household registration system, housing system and insurance and welfare system, the risk and cost of talent flow in China are relatively high. In the allocation of talents, there are still phenomena such as "learning is useless, using is not practical" and "people can't do things, things can't be human". The enthusiasm and creativity of many talents can't be brought into full play due to the position and other factors, which also leads to the consumption of talent resources. During the Eleventh Five-Year Plan period, we must vigorously promote the reform of personnel system and build an entrepreneurial city, which is the focus of implementing the urban talent strategy.
Under the guidance of "human resources are the first resource", entrepreneurial cities have achieved the greatest renewal of the concept of talents. One of the important changes is the formation of a new talent judgment standard. In the past, the talent standard marked by academic qualifications and professional titles has been abandoned, and it has become the mainstream understanding to evaluate talents by ability and performance. This aspect is similar to the newly established talent certification price standard and talent residence permit policy in Shanghai; Beijing's "through train" and "green channel" to attract domestic and foreign talents have taken an important step in building an entrepreneurial city.
In recent years, various provinces, autonomous regions and municipalities have carried out a series of reforms and explorations around the construction of enterprise-oriented cities. For example, the appointment system of property rights representatives and company managers will be fully implemented, and leaders will be produced through open recruitment, democratic recommendation and competition for posts. At the same time, actively guide and enthusiastically support the management talents of non-public economic organizations, and a large number of famous private entrepreneurs have emerged throughout the country.
3. Improve the talent structure and enhance the functional level of entrepreneurial cities.
The economic structure determines the talent structure. In order to adapt to the change of national economic structure, it is inevitable to adjust the talent structure between cities and within cities. As far as the overall situation of China's specialized talent resources is concerned, the main problems are that the total amount is relatively insufficient, the structure is not reasonable enough, and the innovation ability needs to be improved urgently. With the change of China's economic structure, the task of adjusting the talent structure is very urgent. Different from the past, we should pay more attention to the role of market mechanism in macro-control mode, supplemented by legal and administrative means. It is necessary to emphasize the coordination between departments, establish a dynamic mechanism to coordinate the adjustment of talent structure with the adjustment of economic structure, give play to the entrepreneurial function of talent team through the adjustment of talent structure, and enhance the overall function and level of entrepreneurial cities.
During the Eleventh Five-Year Plan period, we should focus on solving the problem of unreasonable talent structure among urban industries, do a good job in talent planning according to the current situation, reasons and demand forecast of the Eleventh Five-Year Plan in this region, organically combine talent training with project development, and drive the whole talent strategy to achieve new breakthroughs.
4. Improve policies and regulations and build an entrepreneurial city security system.
Economic integration has impacted the traditional talent policy system in China. In the face of fierce competition for talents, every city should always maintain a sense of crisis. We should keep pace with the times in the concept and policy of talent training and use, and attach importance to improving the policy of talent entrepreneurship and legal system construction. During the Eleventh Five-Year Plan period, the design idea of urban talent policy should be changed from the idea of "Bole" to "Maxima" to relying on education, system and competition to produce talents. The city government should not only pay attention to the use of a few talents, but also pay attention to the cultivation of most potential talents. In the use of talents, we should shift from direct intervention in human resource allocation to improving the efficiency of human resource allocation through market forces and attracting all kinds of human resources through a good entrepreneurial environment.
Perfect laws and regulations are the foundation of talent policy system construction. All localities and cities should establish a legal review mechanism for the development of education and scientific and technological human resources, adjust and modify the existing regulations that are not conducive to the long-term development of talents according to the new situation of international talent competition after China's entry into WTO, increase the legal provisions that attach importance to universal education, lifelong education, encourage fair competition of talents, and protect the legal flow of talents, ensure the safety of urban talents, clarify the responsibilities and codes of conduct of the government, enterprises and individuals in urban education and human resources development, and standardize the government's supervision behavior on the talent market, thus forming a favorable one.
5. Strengthen the management of talent market and improve the service support system of entrepreneurial cities.
An effective talent market is an important guarantee for maximizing the interests of talents. Since the Tenth Five-Year Plan, China's talent market has maintained a rapid development, but due to institutional and historical reasons, two separate markets, the talent market and the labor market, have been formed. This division will affect the allocation efficiency of human resources, which is not conducive to the formation of urban entrepreneurial system. Talent competition is essentially the competition of human resource management system. What the government should pay attention to is how to ensure the fairness and effectiveness of the market. Therefore, during the Eleventh Five-Year Plan period, the construction of an entrepreneurial city must strengthen the unified management of the talent market, establish and improve the urban talent service network, strengthen the transformation of scientific and technological achievements and the protection of intellectual property rights, give full play to the role of social intermediaries, and form an efficient and efficient talent service support system.
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