International Mobility of HRST in China:

Transcription

1 时间 :2007: Workshop on the International Mobility of Researchers 28 March 2007 Paris, France International Mobility of HRST in China: --Barriers and Policy Implications Mu Rongping Institute of Policy and Management Chinese Academy of Sciences

2 Outline I. Development of HRST in China 1. Change in R&D Personnel of China 2. Education for HRST Development 3. International Comparison on Performance of HRST II. International Mobility of HRST in China 1. Flow of Oversea Chinese Talents into China 2. Mode for Oversea Scholars to Interact with Chinese 3. Impact of Returnees on China Development III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China 2. Encouraging Oversea Chinese Scholars to Serve China 3. Promoting the Mobility of HRST in China

3 I. Development of HRST in China 1. Change in R&D Personnel of China (1) The R&D personnel has increased very fast since Million FTEs % R&D Personnel Scient ist s & Engineers Percentage of S&E in R&D Personnel Fig Total number of R&D personnel and S&E in China (1995~2005)

4 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% (2) The structure of R&D personnel has changed obviously since 1998 The distribution of China s s R&D personnel and S&E has experienced tremendous changes, particularly since 1998 when the reforms of governmental administrative system and the transformation of government research institutes started Fig R&D personnel by sector of performance ( ) 2005) others* enterprises higher education research institutes

5 (3) There is a rapid growth of R&D personnel in experimental development in China since Million(FTE) 1.6 Total Number of R&D Personnel Basic Research Applied Research Experimental Development Fig China s s R&D personnel by type of activity ( )

6 (4) R&D personnel in eastern region increase faster than in others The R&D personnel of China are mainly concentrated in the eastern region, especially in Beijing, Jiangsu, Guangdong, Zhejiang, Shandong, and Shanghai. The R&D personnel and S&E of above six provinces and municipalities in 2005 accounted for 48.1% and 48.2% of the national total respectively. However, the R&D personnel distributed in Sichuan and Shaanxi in the western region, Hubei in the central region also ranked among top ten provinces/municipalities of China according to quantity of R&D personnel. The gap in the number of R&D personnel in the eastern, central, and western regions is further widening because of different annual growth rate of R&D personnel in these regions.

7 2. Education for HRST Development 18 Million persons Undergraduate-Enrollments undergraduate-entrants Graduates Fig The numbers of undergraduate-entrants, entrants, undergraduate-enrollments enrollments and graduates in regular higher education institutions ( )

8 2. Education for HRST Development Million persons 1.6 Engineering Science Medicine 1.4 Agriculture Total Fig Graduates in natural sciences and engineering technologies in regular higher education institutions by field of study ( )

9 2. Education for HRST Development % 7% 11% 6% 21% 60% 18% 65% Engineering Science Medicine Agriculture Engineering Science Medicine Agriculture 11% 5% % % 11% 21% 63% 71% Engineering Science Medicine Agriculture Engineering Science Medicine Agriculture Fig Graduates in natural sciences and engineering technologies

10 2. Education for HRST Development 5% 13% % 6% 17% % 60% Science Engineering Agriculture Medicine 57% Science Engineering Agriculture Medicine Fig Graduate-Entrants in Natural Sciences and Engineering Technologies

11 3. International Comparison on Performance of HRST Austria Belgium Canada China Denmark Finland France Fig1-9 9 Resident Invention Patent Applications per 10 3 Researchers in R&D in 2004 Germany Italy Japan Netherlands R.Korea Singapore Sweden Switzerland United kingdom USA

12 3. International Comparison on Performance of HRST Austria Belgium Canada China Denmark Finland France Germany Italy Japan Netherlands R.Korea Singapore Sweden Fig PCT patent applications per thousand researchers in R&D in Switzerland United kingdom USA

13 International Comparison on Performance of HRST 0 Austria Belgium Canada China Denmark Finland France Fig S&T Journal Articles per thousand researchers in R&D in 2004 Germany Italy Japan Netherlands R.Korea Singapore Sweden Switzerland United kingdom USA

14 3. International Comparison on Performance of HRST Productivity of HRST in China is much lower than that of in US, in terms of citations. Total citations ( ) China: United States: 0.34 million 11 million Citations per $million GDP Citations per $million R&D expenditure Citations per R&D personnel China: 0.05 United States: 1 China: 4 United States: 36 China: 0.3 United States: 9 Data partly from David King, Nature 430:311 (2004)

15 II. International Mobility of HRST in China 1. Flow of Oversea Chinese Talents into China There is a great success in attracting offshore talents to serve China since late 1990s. According to foreign expert affairs, there were e oversea talents flowing to China annually in 1970s, and 60 thousand in 1990s. After access to WTO, there were more than 220 thousands oversea talents flowing to China annually. During the period of 2003 to 2004, there were about 480 thousand foreign experts, 290 thousand experts from Hong Kong, Macao and Taiwan came to mainland China for work, and about 80 thousand people trained abroad. However, there is still serious brain drain in China. C

16 Number of Returned Student from David Zweig, the Mobility of Chinese Human Capital: The View from the United States,, paper for Conference on The Movement of Global Talent,Princeton University, December 2006

17 Flow of Oversea Chinese Students into China Thousand persons overseas Chinese students returned students return/abroad % Fig Overseas Chinese Students and Returned Students ( )

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20 2. Impact of Returnees on China s s Development

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23 3. Mode for Oversea Scholars to Interact with Chinese

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25 III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China The S&T talents tend to flow into large cities or developed regions, but not to less developed regions S&T personnel stampede into relatively developed metropolis and provinces such as Beijing, Shanghai, Shenzhen, and Guangdong, while inland cities especially western cities suffer scarcity of S&T talents. Usually, the first choice for graduates to seek job is to work for foreign companies and government, the second choice is to work for universities and research institutes, the third choice is to work for domestic enterprises (except monopolized enterprises), while SME and private enterprises are the last choice..

26 III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China There are some barriers for S&T talents flowing into industries. Firstly, most enterprises do not want to take the risk of innovation and invest lots of S&T personnel and capital in innovation, which to some extent limit the effective demands for HRST talent. Secondly, the capacity for technology innovation in enterprises is generally relative weak, which results in limited demands for HRST. Thirdly, social status of staffs in enterprises is generally lower than that working for government and universities as well as research institutes, their economic status is much lower than that working for MNCs.

27 III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China The intensity of HRST is much lower than that of most other countries. The quality and structure of HRST are not able to meet the demands. The development degree and utilization ratio of HRST are quite low. The educational structure and training quality need further improvement.

28 III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China China has issued lots of policies for promoting flow of S&T talents. China has issued lots of policies for accelerating the reasonable allocation of domestic HRST, reducing the imbalance among regions, and promoting HRST flow to enterprises. For example, the Guidelines of the 11th Five-Year Plan for National Economic and Social Development emphasizes to strengthen the talent building and HRST development in central and western regions, to encourage overseas Chinese students to work for China.

29 III. Policy Implication on HRST Mobility in China 2. Encouraging Oversea Chinese Scholars to Serve China To attract oversea students and high-level offshore talents to serve China, either in China or not.

30 II. Policy Implication on HRST Mobility in China 3. Promoting the Mobility of HRST in China To support and encourage enterprises to build and attract talents To encourage HRST to work in less developed regions of China

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