JSS  Vol.2 No.9 , September 2014
Research and Countermeasures of Management of the High-Level Overseas Talents
Author(s) Liangyu Wang*
ABSTRACT

This paper analyzes the very issue of reserving high-level overseas talents in domestic. Reservation of these talents is not just beneficial from local development but it is indeed part of national strategy. Not simple as it seems, the implementation of overseas talents is complex to cope with, which requires agility and patience. We have listed several examples of successful local countermeasures and discussed the main potential problem in introducing high-level overseas talents.


Cite this paper
Wang, L. (2014) Research and Countermeasures of Management of the High-Level Overseas Talents. Open Journal of Social Sciences, 2, 1-5. doi: 10.4236/jss.2014.29001.
References
[1]   Welch, R. and Zhen, W. (2008) Higher Education and Global Talent Flows: Brain Drain, Overseas Chinese Intellectuals and Diasporic Knowledge Networks. Higher Education Policy, 21, 519-537. http://dx.doi.org/10.1057/hep.2008.20

[2]   Zweig, D. (2006) Competing for Talent: China’s Strategies to Reverse the Brain Drain. International Labour Review, 145, 65-90.

[3]   Denis, F.S. and Cao, C. (2009) China’s Emerging Technological Edge. Cambridge University Press, Cambridge.

[4]   Dong, Y.X. (2009) The Theoretical and Empirical Study on the Overseas Talent Introduction in China.

[5]   Ben, Y.L. Introduction of Overseas Talents: A Way to Be Nationally Strong.

[6]   Lili, W. and Deyan, L. (2005) Innovation for High-Level Overseas Talents Introduction in China.

[7]   Machuan, F. (2003) The Space That Overseas Talents Have in China.

 
 
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