Performance of Brain Drain in National Security

Talent security means that the competitive advantage of economic and social development will not be damaged or threatened because of its disorder or excessive loss in the international and domestic talent market competition. With the advent of the era of knowledge economy and the development of economic globalization, the great value of talents is further highlighted, and human resources are increasingly becoming the most precious and scarce resources. In a sense, the competition between countries is also the competition for talents. Under such an international background, the issue of talent security deserves high attention.

The severe challenges faced by China's talent security

After China's entry into WTO, the integration of economic development and the globalization of talent flow have brought new challenges to domestic talent resources, and the issue of talent security has become an unavoidable reality.

First, the total number of talents is insufficient and high-level talents are in short supply. China has a large talent base and can be called a "great talent country", but on average, China has few professionals, which is actually a "small talent country". The total number of high-level talents in China is far lower than that in developed countries. The information industry in China is increasing rapidly every year, and the demand for talents is bound to increase. However, the supply of talents is far from meeting this requirement, especially in the software industry. According to some data, the number of R&D scientists and engineers per 10,000 workers in China lags far behind that in developed countries.

Second, the brain drain is serious. The brain drain in China is mainly manifested in the following two aspects: First, studying abroad and not returning home. From the early 1980s to the end of 2002, there were about 600,000 international students in China, less than half of whom returned home. Relevant data show that it is reasonable to keep the return rate and retention rate at 2: 1 when two-thirds of overseas students in developing countries return to work during the economic take-off. China, on the other hand, shows the opposite phenomenon, which deserves vigilance. The second is to flow to foreign capital or joint ventures. After China joined the WTO, more and more foreign-funded enterprises and R&D institutions landed in China. In Beijing alone, more than half of the world's top 500 enterprises have set up offices. A large number of multinational corporations and foreign-funded enterprises have entered China, leading to zero distance between internationalization and talent competition. These multinational companies directly target those talents who work in important positions such as national science and technology, finance and foreign trade, national defense science and technology, have high-tech level and management ability, and have a large number of customer resources.

The harm of brain drain

Talent security is accompanied by talent flow. With the development of economic globalization, the flow of talents has become the general trend. If there is a disorderly flow of talents, it may endanger a country's competitive advantage and even national security.

Brain drain is a reverse technology transfer. China is a developing country, and the gap between developing and developed countries in all aspects is self-evident. In recent years, the brain drain in China has gradually expanded from studying abroad to other fields. The United States and some developed countries are increasing investment to attract and compete for talents from all over the world. According to statistics, a large number of engineers and technicians in Silicon Valley in the United States come from China. The flow of talents from developing countries to developed countries has deprived developing countries of their most precious wealth, making poor countries poorer and rich countries richer. According to the research report on 152 countries' immigration published by the International Labour Organization, the phenomenon of brain drain has had a negative impact on underdeveloped countries and aggravated their lack of competitiveness. From an economic point of view, if the human resources formed by human capital investment flow to competitors on a large scale, it means that there is a huge investment loss in the economy. The harsh reality fully shows that in the future talent competition and national competition, China's national talent security is facing a serious threat.

Strategic countermeasures to maintain the safety of talents

The security of talents is a national priority. In view of the problems existing in China's talent security situation, we should further form a good atmosphere of respecting knowledge and talents in the whole society from a strategic perspective, create a relaxed environment conducive to the growth of talents and give full play to their roles, speed up the construction of a systematic project of talent security, ensure the safety of national talents, and promote the sound and rapid development of the national economy.

First, integrate the talent stock and increment respectively, and vigorously attract overseas talents. There are two channels to introduce talents: international students and foreign talents. The ultimate goal of the country to send overseas students is to hope that they can become talents abroad and use them at home. Therefore, it is necessary to establish a service system for overseas students and provide them with a good entrepreneurial environment. At the same time, it is necessary to participate in international talent competition, improve the policy of attracting overseas talents, expand talent resources, recruit talents, and especially take flexible measures to attract foreign high-level talents. Further smooth and develop talent information channels, extensively carry out international cooperation and research, and make full use of foreign talents.

Second, increase investment and improve the talent compensation and treatment system. As the evaluation standard of talents' own value and social value, the salary is getting heavier and heavier. Therefore, we should intensify the reform of the salary and treatment system, directly link the income of talents with the economic and social benefits generated by the transformation of professional titles, work performance and knowledge and technology achievements, and tilt the salary and treatment to outstanding talents and key positions to ensure that all kinds of talents get remuneration commensurate with their labor and contributions.

Third, do everything possible to improve the environment for talent development. Real talents pursue not only material benefits, but also the display of talents and the realization of personal values. Therefore, efforts should be made to create a working environment, a harmonious interpersonal environment, a democratic and lively academic environment and a sound legal environment conducive to the growth of talents, so that outstanding talents can stand out in an open and fair competitive environment.

Fourth, establish and improve a new talent management mechanism. Today, with the globalization of talents, we should keep pace with the times, change our concepts, make bold innovations, change the traditional personnel management system, introduce international advanced modern human resource management concepts, technologies and methods, and establish a set of personnel management mechanism that is suitable for the market economy and China's national conditions. In the direction of talent incentive, we should boldly explore the ways of technology shareholding and property rights participation in distribution, and implement a talent incentive mechanism that allows first-class talents and first-class achievements to get first-class returns, so that the value of talents can be fully reflected.

Fifth, establish and improve the legal system of talent safety. In the final analysis, the problem of talent security belongs to the category of national security, so it is an inevitable choice to take legal measures to ensure talent security. It is necessary to formulate and improve corresponding laws and regulations to regulate the unreasonable flow of talents and learn from foreign regulations and practices of "avoiding competition". By signing confidentiality agreements with special talents in some positions, the employer establishes a contractual mechanism that is pre-agreed, prevention-oriented, and responsible for the safety and risk prevention of human resources, so as to reduce the heavy losses caused by the brain drain of the country or unit and ensure national security.