The current status and systematic framework of talent programmes in basic research in China: a system theory perspective

Abstract

Talent programmes are treated as a strategic foundation for social-economic development in China. With increasing levels of funding for basic research, talent programmes in basic research are becoming more complex. This increased complexity leads to inefficiencies because it is difficult to coordinate and manage these talent programmes effectively. This paper reports a survey of talent programmes in basic research in China. The results show that talent programmes in basic research have not yet formed an integrated system and that there exist some weaknesses in integration, structure, hierarchy and chronological order. Based on these conclusions, this paper proposes a framework for the talent programme system in basic research using system theory. Furthermore, measures to address weaknesses in the existing talent programme system are provided and analysed according to China's national talent strategy. These measures should be helpful for promoting the operation of talent programmes and optimising their overall performance.

Drilling down the viable system theories in business, management and accounting: A bibliometric review

“…Other policy applications at a country level include the national talent recruitment program in China (Fang, Zhu, & Zheng, 2015), the redesign of managerial structure and the redefinition of managerial processes in a large national supply chain network (Darivandi Shoushtari, 2013), the Swedish cultural heritage system for digital preservation (Runardotter, 2011) and the complex economic system of chicken stocking in Iran (Azadeh, Darivandi Shoushtari, Saberi, & Teimoury, 2014).…”

Strategic talent management scholarship: a review of current foci and future directions

“…Challenges to the effective implementation of STM are one of the main issues examined in the reviewed articles. The review indicated that weak labour market (Baum, 2008), poorly integrated talent management system, weak structure (Fang et al, 2015;Jones et al, 2012), absence of formal talent management (e.g. Jooss et al, 2019;Makram et al, 2017), unclear definitions of talent, exclusive talent approach, lack of necessary infrastructure, culture and data (Powell et al, 2013), lack of qualified talent managers/professional (Meyer and Xin, 2018;Rudhumbu and Maphosa, 2015), nature of international business strategy, degree of corporate centralisation, the context of the business (Sparrow et al, 2013), economic and operational pressures (e.g.…”

“…In the light of the above, a significant number of studies have focused on critical success factors for STM (e.g. Ambrosius, 2018;Beamond et al, 2016;D'Annunzio-Green, 2018;Fang et al, 2015;Hughes and Rog, 2008;Mahfoozi et al, 2018;Neri and Wilkins, 2019;Schreuder and Noorman, 2019;Sparrow et al, 2013;Tatli et al, 2013). These studies have identified a range of conditions critical for effective development and implementation of talent management strategies including: organisational support, strategic talent climate, talent development culture, strategic talent mindset, positive relationship, alignment of organisational environment and structure/culture, fit between business strategy and talent strategy, giving talent managers recognition at the board level, contextualisation of talent strategies, effective management of various pressures (economic, local institutions, etc.…”

“…King, 2015), respectively, the roles of various strategic actors in the conceptualisation and definition of talent management and the practices that are used to construct and deliver their strategy were examined. Similarly, using system theory, Fang et al (2015) argued that systematic talent programmes should be integrated into a unified system to improve performance and facilitate the achievement of the objectives of the national science and technology talent strategy.…”

The Impact of Knowledge Spillover from Universities in Sichuan-Chongqing Region on Regional Innovation Capacity

“…The development of talents is an important factor in the development of scientific and technological innovation, and it is crucial to improve the cultivation and incentive mechanism of university researchers for the growth and development of scientific and technological talents. On the one hand, it is necessary to build a favorable institutional environment conducive to the growth and development of talents, and improve the basic treatment and welfare of researchers, so that researchers have good life security and can devote sufficient time to do scientific research work [31]. On the other hand, we should promote Sichuan province and Chongqing city universities to effectively improve the talent classification and evaluation system, improve the income distribution mechanism based on performance assessment, optimize the allocation of scientific research resources, strengthen the original orientation of basic research and the support and leading role of applied science, and strongly stimulate the innovation vitality of scientific researchers [32].…”