Reflections on the Team-building of High-level Talent in Shandong
Characteristic Industry Town
De-liang Zhang
Shandong polytechnic university, School of business, Jinan ,China
zhangdel@126.com
Abstract - Team-building of high-level talent is the core
to promote the development of Shandong characteristic
town. Based on the status quo analysis on team-building of
high-level talent in Shandong characteristic industry town,
this paper analyzes the problems existed in team-building of
high-level talent in Shandong characteristic industry town,
and puts forward with the measures to build up high-level
talent team in Shandong characteristic industry town.
Keywords - characteristic industry town, high-level
talent, Shandong Province, team-building
After the State Council brought up with the guideline
of “Small Town with Grand Strategy--Taking the
Urbanization Road with Chinese Characteristics” in 2000,
Shandong Provincial Party Committee and Provincial
Government actively responded to the call of State
Council and issued a series of policies and supporting
measures, leading Shandong characteristic industry town
to a stable development road. Till now, the characteristic
industrial economy has been the major component of
national economy in Shandong Province. Jun-min Wang,
the Vice-governor of Shandong Province, put out (2010):
“The development of characteristic industry town has
important strategical significance on the mode-change,
structure-adjustment and the promotion and increase of
employment, and there is a large developing room.”
During the 11th five-year plan, the characteristic industry
town in Shandong has relied on the advantageous
resources to develop such characteristic industries as
food, chemistry, equipment manufacturing, textile,
garment and shoes (leather) ,electronic information and
home appliance, construction material, furniture,
industrial arts, hardware, plastic, automobile and its
fittings, boat and marine engineering, forging, new
material, new energy, and pharmacy.[1] The small and
middle enterprises in Shandong Province converged
quickly at the characteristic industry town and industrial
clusters, forming a batch of well-known regional brands
for characteristic industries. There were totally 140
characteristic industry towns being supported with
emphasis in Shandong Province. By the end of 2010,
there were 71,311 small and middle enterprises gathered
in all kinds of characteristic industries in Shandong
Province, with 3.75 million employees, fulfilling sales
revenue of RMB1,165 billion Yuan, and taxation of RMB
____________________
The author would like to express his thanks to the regional
innovation and sustainable development research base of
Shandong province college humanities and social science
research base for the financial support.
84.6 billion Yuan.
The high-level talent team in characteristic industry
town is the core to push the development of economy
with Shandong characteristics, and plays the
demonstration and leading role for the building of the
entire talent team. On the development of characteristic
industry, the high-level talent plays a determinate role.
Along with the rapid development of Shandong economy,
the demand on high-level talent in characteristic industry
town will increase further, but the team-building of highlevel talent in Shandong characteristic industry town is
laggard, thus both the quantity and the quality of highlevel talent at present can’t meet the need, which restricts
the rapid development of characteristic industry in
Shandong. Therefore, it is the basic requirement for the
sustainable development of Shandong economy to further
cultivate and attract high-level talent applicable for
Shandong characteristic industry town.
I. The results achieved during the team-building of high-level
talent in Shandong characteristic industry town
From the view of the developing course of Shandong
characteristic industry town, the high-level talent in
characteristic industry town mainly refers to talent in the
following areas: The first, senior management in
characteristic industry town, including chairman of the
board, general manager, and the principal of the party
committee and the government,[2] such as the senior
management in areas of food development, equipment
manufacturing, electronic information and home
appliance development, industrial arts development, the
process of characteristic products in agriculture, the
development of new energy product etc., the Secretary of
party committee and the Chief of town. The second,
senior technical talent in characteristic industry town,
including the professional technician with advanced title
of a technical post in characteristic industry; the specialist
and academic leader with outstanding contribution to the
country and Shandong Province; and the major principal
of important projects in the country or Shandong
Province. The third, high-skilled talent in characteristic
industry town, including the talent with advanced title of a
technical post, and the talent with important achievement
or creative invention in science and technology area. The
fourth, the high-level talent in the development of
characteristics products in agriculture, including the talent
engaged in the development of characteristics products in
agriculture and industrial arts, high-level talent with
special skill for the process of agricultural products and
the one who may make significant contribution to the
development of characteristic economy in agriculture.
In recent years, surrounding the development of
characteristic industrial economy, Shandong Provincial
Party Committee and Provincial Government has
enhanced the team-building of high-level talent in
characteristic industry town from three aspects:
development, use and attraction. It makes the talent’s
whole quality in characteristic industry town improve
steadily, its structure optimize, and primarily forms highlevel talent team with Shandong characteristics and
certain scale in characteristic industry town, leading to a
new road combining the selection of local high-level
talent in characteristic industry town from multichannels
with the reasonable introduction of high-level talent into
characteristic industry from the out side of Shandong
Province.
A. Construct the policy system for team-building of highlevel talent in Shandong characteristic industry town
Shandong Provincial Party Committee and
Provincial Government consistently paid much attention
to human resources work. In order to complete the
relevent work, they established the philosophy of “serving
the development, talent priority, focusing on use,
innovative mechanism, high-end leading and whole
development”; comprehensively implemented the strategy
of being a strong province by virtue of talent; improved
the quality and the whole level of telent; set up the policy
systems involving talent cultivation, use, attraction and
motivation and other aspects; And issued such files as
“Middle- and Long-term Talent Development Program of
Shandong Province (2010~2020) ” , hence determined the
direction for the team-building of high-level talent in
characteristic industry town. They also founded an
incentive mechanism, taking heavy rewards to science
and technology, philosophy and social sciences award,
special allowance by State Council and special allowance
by Shandong provincial government as the orientation,
and the independent incentive by each system and each
type as the main stream, so as to positively create a good
environment and social atmosphere for the introduction,
retainment and use of high-level talent.
B. Manage to solve the problem of unreasonable structure
of high-level talent in characteristic industry town,
enhance the talent cultivation force
It is the first task for the development of Shandong
characteristic industry town to make the best use of highlevel talent, and use it flexibly. In order to solve the
problem of unreasonable structure of high-level talent in
characteristic industry town, it has carried out the
exchange work of high-level talent, and the high-level
talent were encouraged to work in basic department, and
the front lines of production and research to provide
decision-making consultation, science and technology
cooperation and technical direction. Each year, the
relevent departments selected a group of high-level talent
with bright future to exchange, and coordinated and
organized the experts group of several academicians and
researchers to provide consulting services, advice and
suggestions for the harmonious development of the
economy and society in Shandong. It also strengthened
the work for the high-level talent to serve the
development of characteristic industry, adhered to the
principles of training and research, focusing on improving
the research capacity and innovation capability of highlevel talent. It implemented a lot of high-level talent
cultivation projects, such as “The Cultivation Plan for
Innovative Technology Leading Talent in Shandong
Province”, “Introducing Thousands of Overseas
Innovative and Entrepreneurship Talent” plan, “The
Cultivation Project for Excellent Enterprise Manager”,
“The Project for the Growth of Young Elites in Shandong
Province”, “The Promotion Plan for Entrepreneurship
Talent” , “The Development Plan for High-skilled Talent”
etc.[3]Each year, a number of high-level talent were
selected to attend various training courses organized by
School of CPC and other key institutions for further
study, thus preliminarily settled the problems of
unreasonable structure of high-level talent in
characteristic industry town.
C.Actively expand the channels to introduce high-level
talent into characteristic industry town, and achieve
certain results in the work of gathering various talent
Nowadays, Shandong deeply has implemented the
concept of scientific development, scientific talent and
being a strong province by virtue of talent, insisted on the
principle that talent shall obey the administration of CPC,
adhered to the law of socialist market and the growth
pattern of talent to liberate the thought, to reform and
innovate. It should take the team-building of high-level
and high-skilled talent as the emphasis; the enhancement
of innovation capability as the key; the best use of talent
as the root; the mechanism reform and policy innovation
as the driving force, so as to attract the talent, stimulate
their vigor, improve their performance, forge a area full of
high-level talent and excellent labor force, build the brand
of “Shandong Talent”, and provide substantial personnel
and intellectual support for the construction of economic
and cultural province. The introduction of overseas talent
and intelligence experts has made tremendous progress
through the manners of taking a temporary post,
engagement, the bidding of science and technology
projects, giving lectures, consulting and long-distance
diagnosis. There were 39 foreign experts who have won
the National Friendship Award, and 27 foreign experts
gained Qilu Friendship Award. 82,000 person-times of
foreign experts were introduced, 11,000 person-times of
people from different fields were trained, more than 870
technologies were introduced, with more than 1,260
varieties of new products. 20,000 overseas students
returned to Shandong, bringing in 18 innovative
entrepreneurship bases and 38 high-tech business parks.[4]
Through the measures above, a large number of leading
talent have sprung up in areas of food development,
machinery and equipment, marine research, biological
research, pharmaceutical development etc.
D. The total amount of high-level talent in characteristic
industry town is increasing year by year, and the
structure of high-level talent is gradually reasonable
In recent years, through the strengthening the work
of training and introduction of high-level talent, the
quantity structure of high-level talent has undergone
significant changes. By the end of 2011, there were totally
more than 4,000 high-level innovative talent in Shandong
Province, 38 Academicians, 303 Taishan scholars, 99 at
national level, 122 experts with outstanding contributions
to the country, 2800 experts enjoyed State granted
allowance, 600 young experts belonged to the Shangdong
province, 700,000 talent with advanced skills, 380 chief
technicians. There are more than 190 doctoral and
postdoctoral workstations. With the number of high-level
talent increasing, its age structure tends to be more
reasonable and younger.
II. Problems existed in the team-building of high-level
talent in Shandong characteristic industry town
A. The high-level talent in characteristic industry town
distributes unevenly, and its flow is out of line
The middle- and long-term problem during the
economic development in Shandong is the uneven
distribution of high-level talent in different regions and
industries. At present, there are more than 350
professional and technical talent per 10,000 people, the
number of which ranks 13th in the country, and 797 less
than that in Beijing and 132 less than that in Liaoning;
there are 15 technicians per 10,000 people; and the
amount of scientists and engineers per 10,000 also ranks
13th in the country.[4] This does not match with the
provincial total population and economic scales in the
whole country, indicating that professional technicians are
still in desperate need, and the total amount of talent and
the talent density should be increased as soon as possible.
High-level talent who have specific skills in characteristic
industry, who have one kind of skill and multiple
capabilities, who are innovative, are particularly in
desperate need. From the view of age structure, the age of
high-level talent tends to be older, especially those in
characteristic industry, most of whom are approaching
retirement and centralize in the east. In addition, two-way
flow of high-level talent is out of line. From the flow
between Shandong and other provinces, it is indicated that
inflow outnumbers outflow, with most flowing to the
better developed areas, such as Jiangsu, Zhejiang and
Guangdong. Most of the talent flowing out are the
academic leaders and technical experts in the
characteristic industry, while those who flow into
Shandong are college graduates. According to incomplete
statistics, in recent years, the talent out-flowing from
Shandong, are mainly middle-aged young backbones. At
the same time, it is difficult to introduce high-level talent
needed desperately by Shandong. From the flow within
Shandong Province, it is showed that more talent flow
from small cities to middle and large cities than that flow
in opposite direction, more from the west to the east than
that from the east to the west, and more from enterprises
to public utility than that from public utility to enterprises.
B. The cost to cultivate high-level talent in characteristic
industry town is very high, while the degree for
marketized staffing of human resources is very low
Compared with Zhejiang, Jiangsu and Guangdong,
the natural environment in Shandong is much better,
while the social environment, living and working
conditions are relatively worse. Therefore, it is of great
difficult to cultivate high-level talent, and costs much
more money and time. Meanwhile, the marketization
mechanism of the allocation of high-level talent in
Shandong characteristic industry is not fully developed,
which is still based on government-driven configuration
mode, so the basic role of market in the allocation of
human resources in characteristic industry, and the role of
human resources in enterprises and public utility cannot
give full play.
C. High-level talent have low compensation and bad
working condition in characteristic industry town
At present, Shandong high-level talent in
characteristic industry town are commonly unsatisfied
with the working and living environment. Though a series
of measures have been taken to improve the compensation
and working conditions, such problems cannot be
fundamentally solved due to the factors of geographical
environment and economic development, especially the
problem of low compensation. Therefore, it is difficult to
retain high-level talent and introduce new ones. With the
economic gap between Eastern and Western parts
becoming larger and larger, the gaps in compensation and
working conditions are consequently becoming larger as
well, which results in high-level talent to flow into the
better developed areas.
D. The structure of high-level talent in characteristic
industry town is too simple and lacks of leading character
In the team of high-level talent in characteristic
industry town, most people’s knowledge structure is
simple, and most of them prefer theoretical theory, instead
of the application of technology. In some characteristic
industry towns, there is large gap between the capability
of leaders and the need of the position; In others, there is
large gap between the capability of senior operating talent
and the real demand. From the view of diploma
constitution among professional technicians, the number
of people with bachelor’s degree is smaller, especially
those with master’s degree or above. From the view of
professional structure, excellent talent in characteristic
industry are scarce, the academic ladder is not complete,
the R&D and conversion capability is low, so there is
little research efforts which have important impact both in
and out of the country. With the rapid development of
characteristic industry, there is an increasing demand of
high-level talent, especially those in chemical, equipment
manufacturing, textile and apparel and shoes (leather) ,
electronic information and home appliance, materials,
ship and ocean engineering equipment, new materials,
new energy and pharmacy industry.
E. The evaluation system of high-level talent in
characteristic industry town is not complete, and the
building environment of talent team needs to be optimized
There is no good evaluation system of high-level
talent in Shandong characteristic industry town. Current
evaluation system is basically based on the diploma and
job titles.[5] On the determination of job titles, the rating
standard always highlights the amount of papers and
research expenses. In the evaluation of actual ability, it is
generally based on the moral quality and the recognition
by one’s leaders and the fellow colleagues, which lacks
scientific and specific evaluation criteria. During the fruit
evaluation, it puts emphasis on short-term achievements,
and ignores the long-term and systematic research in
characteristic industry. On the screen of excellent highlevel talent, there is lack of precise talent and performance
assessment methods, which seriously affects the scientific
and systematical administration on high-level talent. In
addition, the growth and development environment of
high-level talent in characteristic industry is very bad,
where exists the “official orientation consciousness”.
F. The incentive mechanism of high-level talent in
characteristic industry town is not complete, which lacks
of the growing platform for talent
Although the level of economic development in
Shandong is relatively high, it still puts emphasis on
mental stimulation too much when comes to the rewards
on high-level talent in characteristic industry town, which
can not reflect the talent of the law of demand and the
value they contributed. In fact, the material incentives
always have been substituted by praise from leaders,
reputation incentive and political honor. Even if there is
some material incentives, it often is symbolistic, which
cannot correctly reflect their real contribution and
achievement. This kind of virtualized incentives can’t
realize the effect of long-term and integrated stimulation,
leading to the low activity, less progressive passion and
creation, as well as the low working spirit. At the same
time, the platform which bears the growth of high-level
talent of the Shandong characteristic industry is in
shortage and lack of competitive high-tech groups and
research institutes with strong competitiveness in the
country. Moreover, the amount and scale of key
laboratories and experimental base is small, the level is
not high, thus there are few significant scientific and
technological projects and high-level scientific and
technological achievements; the scale of enterprises are
small and the technological content in their product is
very low. The factors above have led to such a problem
that Shandong has insufficient capability to bear and
absorb the high-level talent in characteristic industry
town.
III. Measures to strengthen the team-building of highlevel talent in Shandong characteristic industry town
A. Liberate the thoughts, establish the scientific talent
philosophy, use new working idea to build the high-level
talent team in characteristic industry town
The concept of scientific development needs a
scientific talent concept as backup.[3] We should set up a
people-oriented concept and an idea that everyone can be
a talent. The constraining of degrees, status and
professions should be broken up, while morality,
knowledge, capacity and working performance should be
regarded as a major criteria to measure talent, so that
people can be cultivated and developed freely. Work and
personality should be respected, and not to blame the
imperfect; creativity and success should be respected,
while failure should be allowed; choices should be
respected so that everyone’s values are represented under
the guidance of more policies and fewer administration
enforcement. Talent as the primary strategic resources
should be fully developed, so that a good condition will
be formed where everyone can make best use of their
capacity. The awareness of reform should be stressed, and
the mechanism of developing, attracting and making a
good use of high-level talent in the characteristic industry
town should be established. Strengthen the marketization
of high-level talent and knowledge as capital, and develop
and use high-level talent by market-oriented methods.
B. Implement the fiscal and taxation policy to promote the
priority of talent investment, and complete the mechanism
of team-building of high-level talent in characteristic
industry
We should build a multiple talent investment
mechanism, which takes the government investment as
guideline, the investment of employer as the main body,
and the social investment as supplement.[6] Government
of all levels should take investment in the talent
development as priority, ensuring the increases in the
expenses in education and science and technology is
higher than that of financial revenue. All financial
bureaus should actively invest in the implementation of
important projects to cultivate and attract talent, the
rewarding of talent, and support talent’ development.
Companies and social organizations should be encouraged
to build funds to develop talent. Government should form
preferential policy to encourage and support companies
which need talent to increase their investment in talent.
Social funds should be encouraged to donate for the talent
innovation activities.
We also should insist on the principle that talent
shall obey the administration of CPC, invent the new
methods about the administration, complete the managing
mechanism of high-level talent in characteristic industry,
which consists of macro control of the government,
market allocation, and the self-management of employers,
promote the managing function of high-level talent
transform to create better developing environment and
provide premium public service, and the operation
mechanism and administration mode to be standard and in
order, public and transparent, convenient and efficient.
Perfect the policy system of team-building of high-level
talent in characteristic industry, push the cooperation
between industry and academy, and cultivate high-level
talent in characteristic industry town.
C. Complete personnel educational training system,
increase efforts to train high-level talent in
characteristics industry town
First, around the advantageous resource exploitation
and characteristic industry development in Shandong, the
scientific research base and its achievements
transformation base should be established[7], which
guarantees enterprises and universities cooperate closely,
promotes the interaction and integration between highlevel talent training in characteristic industry and research
cooperation, and establishes the effective mechanism of
gathering talent and training talent. And using it as a link,
the intelligence flow should be expanded by employing
consultants, exchanging lectures, collaborative research
and joint development, taking the initiative to attract and
support the national research institutes in other provinces,
engineering and technology research centers, key
laboratories and other research institutions to establish
branches in Shandong. A number of projects should be
select and applied to our State to be the platform of
gathering talent and attracting high-level personnel to
realize the effective communication of high-level talent in
characteristics industry town. Second, the academic
leaders training project should be started-up and
implemented. According to Shandong characteristics of
economic development needs, relying on the National
New Century Millions of Talents Project, an innovative
science and technology leading talent development
program, the “ten-thousand people plan” of introduction
of overseas innovation talents, the Qilu youth growth
project and such academic leaders training project to
promote the team building for high-level talent in
characteristics industry town. Third, around the strategic
adjustment of economic structure and dominant industry
needs, the subjects and majors in colleges and universities
should be adjusted to establish the higher education
system adapting to the high-level talent needs in
characteristics town. A complete system of high-level
personnel training should be formed by further raising
school standards and their competitiveness of the
universities in Shandong. Fourth, focusing on cultivating
high-level management personnel, relying on the wellknown enterprises at home and abroad, universities and
training institutions, the cultivation of high-level
management personnel in characteristics industry town
should be strengthened. A management talent pool in
characteristics industry town should be established as a
part of entire high-level personnel development plan to
improve the quality and management level of the highlevel talent in characteristics industry town.
D. Innovate talent management system and improve the
structure of high-level talent in characteristic industry
town
With the continuous development of characteristics
industries in Shandong, the demand for high-level talent
has increased. But the existing personnel management
system has hindered the development of talent. Therefore
the high-level talent management system in characteristics
industry town should be reformed to establish a
reasonable and orderly high-level talent management
system in characteristics industry town[8], gradually break
down the geographical, sectoral, industrial, urban and
rural, identity and ownership restrictions, and streamline
the flow channel of talent, in order to promote the highlevel talent flow from universities and research
institutions to enterprises and the grassroots. The post
appointment system should be progressively introduced
and the high-level talent appointment mechanism which
guarantees talent promoting and demoting, getting in or
out should be established. The high-level talent structure
in characteristics industry town should be adjusted
accordingly in the general laws of the high-level talent
growth, using young talents boldly. In the industries of
food, chemistry, equipment manufacturing, textile,
garment and shoes (leather), electronic information and
home appliance, construction material, furniture,
industrial arts, hardware, plastic, automobile and its
fittings, boat and marine engineering, forging, new
material, new energy, and pharmacy, the intelligence and
experience advantages of the old scientists should be
taken, letting them be the good mentor and fully
exploiting the potential of high-level talent.
E. Deepen the competition and incentive mechanisms that
are conducive to the high-level talent in characteristic
industry town to come into force
Scientific and social talent evaluation and found
system should be established based on the post duty,
oriented by integrity, ability and performance.[9] To
improve talent evaluation criteria, we should overcome
the tendency of academic credentials only and papers
only, not expect talent to be perfect, evaluate talent based
on their performance and contribution, and adhere to
cultivate talent in practice and motivate them to do
pioneering work. Therefore, the strategies of improving
the high-level talent income distribution system in
characteristic industry town are as follows: Firstly, an
allocating incentive mechanism should be established
which takes the performance appraisal as the core, fully
reflects the value of talent and encourages talent
innovation. This mechanism should consider the features
of high-level talent of Shandong characteristics industry
town, adapt the market economic system, closely link
with job performance, and encourage innovation and
R&D of high-level talent in characteristics industry town.
The allocation policy of that high-level talent in
characteristics industry town participated by technology
and scientific research should be made, which gives the
stock right and share options incentive to the high-level
talent who have made outstanding contributions in
scientific research and commercialization, and give the
tax preference on scientific research achievements
transformation. The policy should encourage and regulate
the professional and technical personnel to take part-time
job and get according salary. Secondly, the incentive
mechanism of high-level talent in characteristics town
should be improved. The allocating policy should be in
operation, which guarantees that the payment of highlevel talent is in accordant with their job, and that the
first-class talent, first-class performance and first-class
scientific research gains the first-class compensation.
Thirdly, the high-level talent compensation system in
characteristics town should be established, which adheres
to the principle of combining the spiritual rewards with
material incentives, improves the talent reward system
which is oriented by government incentive and is leaded
by employer and social forces.
F. Update the standards and content of the personnel
evaluation, and improve the evaluation mechanism of
high-level talent in characteristic industry town.
It is important to establish the new evaluation
mechanism of high-level talent in characteristic industry
town. In the evaluation standard, this evaluation
mechanism should adhere to the principle of combining
qualitative and quantitative evaluation criteria, change
evaluating the degree and the position of high-level talent
in characteristic industry town to evaluating their creative
job and its results, and establish a set of scientific,
accurate, objective, comprehensive evaluation index and
parameter system which can embody the characteristics of
different types of talent.[10]In the way of the evaluation,
this mechanism should change to emphasis on research
capacity assessment, take the performance evaluation of
the key point, establish the recommendation system, the
tenure target responsibility system, assessment system and
personnel oversight accountability system which takes of
knowledge, ability, professional, professionalism as the
main elements, and establishes and improves the special
evaluation method of the high-level talent in characteristic
industry town, especially emphasizing on the
acknowledgement of the experts. In the evaluation
content, this mechanism should base on the scientific
research capacity and its results, focus on the actual
contribution and the role of the high-level talents, take the
potential development but the qualifications and positions
as the standard, and evaluate talents objectively, fairly and
equitably. To innovate the evaluation mechanism of highlevel talent in characteristic industry town, we must
explore and evaluate the criteria, methods and means of
evaluation the high-level talent, and refine the specific
requirements of high-level talent in the knowledge, ability
and performance in accordance with the principles of
category management.
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