上海人才高地的成长与崛起——改革开放40年上海人才工作的演进与升华

Growth and Rise of Shanghai as a Highland for Competent Personnel——The evolution and sublimation of Shanghai work on talent in the 40 years of reform and opening up

改革开放40年来,上海人才工作的演进历程可以概括为"四个走向":从传统人事管理走向现代人才资源开发与管理;从物力资本优先走向人力资本优先;从人才的计划分配走向市场机制;从"人才高地"走向"人才高峰"。40年来,中央对上海的定位决定了上海必须走人才国际化之路,必须对标顶级全球城市,站在国家战略和全球竞争的高度集聚国际人才,打造引领城市发展的"人才梦之队",建设人才高峰。40年的历程表明,"高地"不能缺氧,需要大力营造良性循环的生态系统,上海只有坚持人才引进的高端导向、人才配置的市场导向、人才发展的国际导向、人才服务的精准导向,海纳百川,中西交汇,才能真正在太平洋西岸矗立起一座能够领略无限风光的人才高峰。

The 40 years of reform and opening up in Shanghai has been accompanied by the growth and rise of Shanghai as a highland for talent. The evolution of Shanghai’s work on talent in 40 years can be summarized as 'four trends' : from traditional personnel management to modern talent resource development and management;from material capital priority to human capital priority;from talent planning and allocation to market mechanism;from the 'highland for talent' to 'summit for talent.' The highland for talent where the elites from all over the world gather has been growing during the past 40 years-from the unified management of officials to the scientific classification and management, from the government-led to the market-oriented, from the 'regulations on flow of talent' to the 'new policy on talent', and from the construction of domestic highland for talent to the construction of international highland for talent. The central government’s positioning of Shanghai determines that Shanghai must pursue the road of talent internationalization. It must aim to be a top global city, bring together international talents from the perspective of the national strategy and global competition, build a 'dream team of talent' that leads the city development and creates the summit of talents. The 40-year history shows that 'highland', instead of being deprived of oxygen, must make every effort to create a virtuous cycle ecosystem. Shanghai can truly establish a talent summit on the west coast of the Pacific if it keeps to the high-end orientation of talent introduction, the market-oriented talent allocation, the international orientation of talent development, and the targeted talent service, and inclusiveness.