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其实,东北在人才方面有良好的基础和条件。以辽宁为例,全省享受国务院特殊津贴的专家达8035名,位列全国第5位。可以说人才数量并不少,人才质量比较高,现在的关键是,怎么让这批优秀的人才安心留在东北,为他们搭建施展才华的舞台,为他们营造创新、创业的空间。
一位核电央企的高层透露,企业曾经委派辽宁某国企的两名技术人员前往国外学习,但是这两名技术人员在回国后,却被外地企业挖走,离开了辽宁。而这样的情况在东北并不少见。
一方面是现有人才“飞走”了,一方面是未来的人才“留不住”。根据最新发布的《中国就业市场景气报告》,今年第三季度,东部、中部和西部地区的就业景气指数分别为1.75、1.69和1.59,东北地区为1.4,工作机会最少。而毕业生最为看重的薪酬方面,长春、哈尔滨和沈阳在全国34个主要城市中分列倒数第一、第二和第六名,远低于全国平均水平。
留不住人才,就不可能谈东北的振兴。从人口经济学角度看,一个地区的人才流失与经济下滑有着较为密切的关系,而且彼此还相互作用。经济的落后,导致了没有人才的发展空间,致使人才出走,又使经济无法发展。东北的经济就陷入了这样的一个怪圈。
如何吸引人才、留住人才,东北地区相关政府和部门也曾想过不少办法。海外招聘、高薪留人,可想要留住人才又绝非提高薪水这般简单。与东南沿海相比,东北一些地方政府的手还是伸得太长,市场的手又显得太弱。表面上的留不住人才,实质上却是东北陈旧的体制机制的反映。
振兴东北,留住人才是关键。“二十一世纪什么最贵?人才!”对东北来说,这绝非一句笑谈。东北地区要想留住人才,别无他途,唯有改革。只有大力破除体制机制的顽疾,打破不合理的条条框框,打造人才成长和发展的环境,如此,才能吸引“大雁北归”。
责任编辑:李东舰 CN031
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