A Retrospective Study on the Implementation of Talent Recruitment Policies: A Case Study of Universities in China
DOI:
https://doi.org/10.52152/800029Keywords:
Talent Recruitment, Policy Analysis, Supply-Demand MatchingAbstract
Talent is a critical factor in economic and social development. Optimizing recruitment policies to attract high-quality talent can promote local development and drive national social progress. The research,based on Frederick Herzberg's Two-Factor Theory, investigates the implementation and challenges of talent recruitment policies in seven universities in Inner Mongolia. The research focuses on ten individuals recruited through these policies, seeking to trace the effectiveness of policy implementation and identify existing issues, providing policy recommendations. Utilizing Nvivo12 for qualitative analysis of the talent recruitment policies and combining it with interviews to understand the actual implementation and needs of the recruited talent, the study explores whether supply and demand balance is obtained in practice. It also offers suggestions for policy formulation and implementation concerning welfare benefits and professional title evaluation based on the Two-Factor Theory and research findings. This study provides valuable insights for the improvement of talent recruitment policies in regional universities, especially in less developed educational regions, and offers practical guidance for other regions and institutions to enhance their talent recruitment practices, thereby contributing to the advancement of national higher education.
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