【作者】 韩玮；

【导师】 闾小波；

【作者基本信息】 南京大学 ， 公共管理硕士（MPA）（专业学位）， 2016， 硕士

【摘要】 国与国之间的竞争,主要是人才的竞争。科学技术是第一生产力,人才是第一资源的意识已经成为共识。中国的各个城市纷纷推出人才引进计划,吸引海外高层次人才‘落户创业,给与政策扶持,孵化企业做大做强。南京是江苏省的省会,同时也是政治、经济、科学、教育与文化中心。作为中国的四大科教中心之一,南京拥有53所高等院校和81万名大学生,排名全国前列。基于这些资源,为建成一个高层次人才高度密集、科技创业创新高度活跃、战略性新兴产业高速发展、人才体制机制全面创新的国家人才管理改革试验区,南京政府制订和实施了一系列具体政策和举措。其核心是关于人才引进培养的“南京321计划”,即：用5年时间引进3000名领军型科技创业人才,培养200名科技创业家,集聚国家“千人计划”创业人才100名。本文的第一章对中国城市人才引进战略的沿革做了简要介绍,以北京、上海、深圳为例做简要分析。第二章至第六章是主体部分,以南京“321计划”为案例,进行了深入的分析。其中,第二章完整介绍了“321计划”5年来的发展历程,从政策提出到全面推进,再到激烈竞争,最终反馈调整。第三章总结了“321计划”的阶段性绩效,概括了“321计划”在引进人才、企业发展、城市综合竞争力提高等方面取得的成就。第四章从人才引进申报方面与人才培育方面,挖掘了“321计划”存在的问题。第五章指出了导致这些问题的因素。对于人才引进申报过程中的问题,主要是由申报人才范围、申报人才条件、申报程序、扶持政策、考核指标、部门分工、引才手段、申报辅导、兄弟城市竞争等方面的因素导致的。对于已落户人才绩效方面的问题,主要是由人才自身、监管政策、配套政策对接、绩效考核、氛围营造、部门分工、引才单位后续服务、政府工作人员、园区载体、专业化市场服务等方面的因素导致的。在此基础上,本文第六章提出了南京市人才引进战略的改进对策。在引进申报过程中,要注意针对性设定人才申报范围和条件,优化申报程序、扶持政策与考核指标,重新整合部门分工,拓宽引才渠道,改进申报辅导,通过升级服务体系应对兄弟城市竞争。在培育已落户南京的人才方面,要给与人才信心,提高对人才企业的监管标准,给与人才和企业更多全方位政策扶持,升级人才服务考核与监测体系,提升创业氛围,明确政府各部门的职责,给与人才更多后续服务,任用更高效更有知识背景和工作能力的人才专员,升级孵化器和创业园区,与可以提供更加专业化服务的市场机构合作升级服务质量等。更多还原

【Abstract】 The major competition between different countries is the competition of talents. It has been a conscious consensus that science and technology are the primary productive force and talents are the first resource. A lot of Chinese cities have launched their own talents introduction plans in order to attract overseas talents to settle enterprises. They provide talents with policy support, and incubate enterprises to become bigger and stronger. Nanjing is the capital of Jiangsu Province and a center of politics, economy, science, education and culture. As one of the four science and education centers in China, Nanjing has 53 universities and 810,000 college students, ranking the forefront of the country. Based on these resources, in order to build a national talent management reform pilot area with crowds of high-level talents, highly active technological entrepreneurial innovation, rapid development of strategic emerging industries and overall innovation of system and mechanism of talents, the government of Nanjing has formulated and implemented a series of detailed polices and measures. The core of above is Nanjing 321 Strategy, which aims at attracting 3,000 leading entrepreneurial and high-tech talents, fostering 200 high-tech entrepreneurs, and gathering 100 start-up winners of the Recruitment Program of Global Experts within five years.The first chapter of this paper introduces the evolution of China’s urban talents introduction strategy briefly, and takes Beijing, Shanghai and Shenzhen as examples to make a brief analysis. The second chapter to the sixth chapter is the main part of this paper, which takes Nanjing "321 Plan" as a case to make a thorough analysis. Among these chapters, the second chapter describes the development process of the "321 Plan" during the period of 5 years, from the start of this policy to its comprehensive promotion, then from its fierce competition to its final feedback adjustment. The third chapter summarizes the periodical performance of the "321 Plan", and summarizes the achievements of the "321 Plan" in the fields of talents introduction, enterprises development, the improvement of urban comprehensive competitiveness, etc. The fourth chapter discovers the problems in the "321 Plan" in the aspects of introduction and cultivation of talents. The fifth chapter points out the factors which cause these problems. The problems in the process of talents introduction and declaration are mainly caused by factors in the areas of the scope of declaration, application conditions, application procedures, supporting policies, assessment indicators, relevant departments, ways of talents introduction, application guidance, competitions with other cities, etc. The problems in the process of talents cultivation are mainly caused by factors in the areas of talents themselves, regulatory policies, supporting policies, performance appraisal, atmosphere creation, relevant departments, following services, government staff, innovation parks, professional market-oriented services, etc.On this basis, the sixth chapter of this paper provides the improvement measures of talents introduction strategy in Nanjing. In the process of introduction and application, the government should set pointed application scope and conditions of talents, optimize the application process, upgrade the supporting policies and evaluation indicators, reset the responsibilities of relavant departments, broaden the channels of talents introduction, improve application guidance, and upgrade the service system in order to cope with the competition between Nanjing and other cities. As for incubating those talents who has settled in Nanjing, the government should give talents confidence on their companies, improve the supervisory standardization to talents and their companies, give talents and their companies more all-around policy services, improve and upgrade the service appraisal systems and supervisory control systems, improve the entrepreneurial atmosphere, identify the roles of each department, give talents more follow-up services to the development of their companies, find more effective and trained personnel with professional knowledge backgrounds and working capabilities, upgrade our incubators and innovation parks, and associate with professional organizations such as specialized service providers to provide services of higher qualities.更多还原