What does Beijing-Tianjin-Hebei need to do to build a world high-end talent gathering area?

Judging from the spatial and temporal pattern of the efficiency of human resources allocation in Beijing, Tianjin and Hebei, on the one hand, the overall development trend is increasing year by year; On the other hand, it presents the distribution pattern of "high in the east and low in the west" and the present situation of significant regional differentiation. Therefore, the overall governance scheme of human resource allocation in Beijing, Tianjin and Hebei is put forward.

1 Based on the space-time pattern of allocation efficiency, this paper puts forward the overall governance scheme of human resource allocation in Beijing, Tianjin and Hebei.

(1) Strengthen the top-level design of human resources allocation and promote the coordination and enjoyment mechanism of human resources.

Beijing and Tianjin should give full play to the leading role, support the cities in Hebei to develop human resources cultivation, and promote the formation of human resources cultivation mechanism in Beijing, Tianjin and Hebei through the establishment of R&D centers, joint education, project cooperation, and precise human resources cultivation, and through the mutual help of enterprises, universities, scientific research institutions and other social forces. Human resource security service plays a vital role in the allocation and flow of human resources in the three places.

At present, Beijing, Tianjin and Hebei have achieved mutual recognition of service industry practitioners' qualifications, but the human resources service guarantee mechanism in Beijing, Tianjin and Hebei has not been unified. Beijing, Tianjin and Hebei should formulate unified local service standards, gradually realize the management policies in the field of human resources, coordinate the level of human resources security, promote the docking and cooperation of service industries in the three places, and finally realize the optimal allocation of human resources in the three places.

(2) Promote the informatization construction of human resources and establish a unified human resources information database.

Through the application of Internet communication, AI, big data, Internet of Things and other technologies, the Beijing-Tianjin-Hebei human resources policy system will be established, the human resources markets of the three places will be integrated and unified, and the strength of the three places will be gathered to establish a unified, orderly, information-sharing and standardized human resources market. The development orientation of Beijing, Tianjin and Hebei is different, and the level and type of human resources are also very different.

Based on their own development needs, the three places should establish a unified human resources information base, provide human resources demand and supply information for the three places, create conditions to guide the rational and orderly flow of human resources among the three places, and maximize the self-value of human resources.

(3) Strengthen Beijing's support for public human resources services such as education and medical care in Hebei.

Beijing has a developed economy. The generous salary and perfect public service have a strong siphon effect on the human resources in the surrounding areas, which makes the gathering ability of human resources in Hebei Province, especially high-quality human resources, weak, and further leads to a growing gap between the allocation efficiency of human resources in Hebei Province and Beijing.

Narrowing the gap of public service level between Beijing and Hebei can weaken the siphon effect of Beijing on human resources in Hebei Province, and then improve the efficiency of human resources allocation in Hebei Province. Beijing should provide resources to help Hebei industrial undertaking area establish a perfect public service system.

For the education service in the industrial relocation area, Beijing should make use of many first-class universities and first-class disciplines to build university resources and high-quality primary and secondary education resources, and set up branch schools in combination with the actual situation of the industrial relocation area and the strength of local universities. If you can't run a branch school, Beijing should give help in the teaching staff and realize the regular rotation exchange mechanism of the capital entering Hebei.

As for the medical services in the place where the industry moved in, Beijing should use its numerous 3A hospitals and advanced medical equipment to share resources with the hospitals in the place where the industry moved in, and help the hospitals in the place where the industry moved in to improve their medical level with the mode of "technical support, medical information sharing, academic exchange and doctor training".

2. Based on the evolution mechanism of allocation efficiency, the governance principles of human resource allocation in Beijing, Tianjin and Hebei are put forward.

Based on the judgment of the evolution mechanism of human resource allocation in Beijing, Tianjin and Hebei, the spatial autocorrelation has evolved from negative to positive, and each has a great trend of change, and the governance principles of human resource allocation in Beijing, Tianjin and Hebei are put forward.

(1) The areas that have been in the transitional zone for a long time should strengthen the coordination and interaction with neighboring areas.

Zhangjiakou and Chengde are inferior to the eastern coastal areas in terms of geographical location and transportation advantages. It is necessary to combine the functional orientation, strengthen the consciousness of "relying on Beijing and Tianjin to serve themselves", treat them differently and solve them by classification. Zhangjiakou and Chengde are adjacent to Beijing, and their functional orientation in the coordinated development of Beijing, Tianjin and Hebei is ecological conservation area.

Zhangjiakou is a famous ice and snow sports tourist resort and a national ecological civilization demonstration area. Zhangjiakou should make full use of the opportunity of the Beijing-Zhangjiakou 2022 Winter Olympics, improve infrastructure, optimize the Beijing-Zhangjiakou transportation network, improve the level of public services, take Beijing as a business card, and take advantage of its proximity to Beijing and beautiful ecology to attract the inflow of human resources in Beijing.

(2) Cities that have been in low-speed growth areas for a long time should actively integrate into the integration of Beijing, Tianjin and Hebei.

Baoding and Langfang, which are adjacent to the south of Beijing and the west of Tianjin, have unique advantages in undertaking the industrial transfer between Beijing and Tianjin and optimizing the adjustment of their own industrial institutions. The two places should seize the great historical opportunity of xiong'an new area's construction, actively undertake the industrial transfer between Beijing and Tianjin, carry out deep integration and industrial chain extension around advantageous industries, form a multi-level industrial undertaking system, optimize the regional industrial layout, and realize the return of human resources.

Handan, Xingtai and Hengshui are neither adjacent to Beijing and Tianjin nor coastal port cities, so they are at a disadvantage in terms of economic development level, transportation location, education and medical care. The three places should improve the transportation system, build a half-hour commute circle with Beijing, Tianjin and surrounding provincial capitals, increase investment in education and medical care, realize the sharing of quality education and medical resources between Beijing and Tianjin, and improve the service level of the three places.

Based on the influencing factors of allocation efficiency, this paper puts forward the governance focus of human resource allocation in Beijing, Tianjin and Hebei.

Judging from the influencing factors of human resource allocation efficiency, technological progress is an important factor affecting the efficiency of human resource allocation in Beijing, Tianjin and Hebei. Accordingly, the governance focus of human resource allocation in Beijing, Tianjin and Hebei is put forward.

(1) Make full use of advanced technologies such as big data, artificial intelligence and cloud computing to establish a bottom-up human resource demand database.

To improve the level of human resources allocation, it is necessary to strengthen the decisive role of market position in human resources allocation and break the situation that government agencies in the three places do everything in human resources selection, assessment, evaluation and encouragement. The government should recognize its service position in the allocation of human resources, provide help and support for the allocation of human resources in enterprises, and help enterprises build a distinct, bottom-up and different types of human resources demand base.

(2) According to the situation of local college graduates and floating population, establish a regional human resources supply bank.

Government agencies in the three places have inherent advantages in obtaining information on majors, employment intentions, salaries and other benefits of college graduates nationwide. By combining the employment information of the inflow and outflow population from all over the country, a human resource supply library with complete information, truthfulness, effectiveness and resource sharing is established, which is convenient for enterprises to select and employ people.

(3) Strengthen the bridge role of the three governments in the information communication of human resources supply and demand.

The government needs to audit the enterprises entered into the human resource demand database to ensure that the qualifications of enterprises are qualified, endorse the recruitment information of enterprises with credit, and strengthen post supervision before, during and after the event. Provide technical support and help for enterprises that input human resource demand information, and reduce the burden on enterprises. Encourage and guide college graduates' employment intention information to be entered into the human resource supply database, and reward enterprises that successfully match supply and demand.