1. 优化人才迁移的国际基础设施需求

有一个令人信服的案例表明，人才迁移对全球经济发展做出了非常重要的贡献。但与国际贸易和金融管理等其他经济部门相比，人才迁移的全球治理却被忽视了。本文论证了为人才迁移创建新的全球基础设施的价值，其重点是开发人才迁移优化管理的巨大潜力，以造福全人类。

自二战结束以来，全球商品、资本和人力资源的流动变得越来越自由，推动了世界各地的发展和人才流动。根据 2019 年联合国国际移民存量，预计 2019 年全球移民总人数将达到 2.72 亿。这占世界人口的 3.5% 左右，比 2000 年的 1.73 亿和 2010 年的 2.22 亿有所增加。全球迁移，特别是高技能人才的迁移，推动了科技发展。它还为全球治理提出了新的问题，必须解决这些问题才能促进全球社会的整体福祉。

对全球人才迁移及其治理的研究可以追溯到“推拉”理论，该理论认为人才迁移是由“推”出原籍国和“拉”到目的地国的双重效应驱动的。后来，跨国移民理论强调交通联系和通信技术的快速发展，这使得高度流动的移民群体能够更频繁地在他们的家乡和新的目的地之间旅行，形成一种“人才循环”这些高度流动的移民从事各种经济、文化和政治活动，包括学习、交流和交流过程。跨国移民理论强调全球化背景下的“去现代化”和移民网络，在高技能移民群体中尤其普遍。

许多国家采取了具体的政策和措施来适应21世纪全球移民的新趋势。这些实践的目标包括培养人力资本，特别是高技能工人，并通过强调熟练劳动力和投资的政策吸引具有专业经验或某些资格的国际人才。这些国家通常提供获得永久居留权并最终获得完全公民身份的途径。澳大利亚、加拿大和新西兰等国家也在不断完善移民政策，以将新移民融入其劳动力市场。其中包括支持国际学生积累工作经验的法规，这有助于他们从短期居留过渡到永久居留。在中国，政府、企业和教育机构一直在积极推出吸引国际人才的新政策。许多在国外学习或工作的中国人回国寻找就业机会，导致了最近一波“返乡移民”和“人才循环”。

尽管全球人才迁移及其治理的理论工作和实际应用均取得了重大进展，但许多现有挑战仍然阻碍着全球人才迁移，限制了这些人力资源对经济和社会发展的潜在贡献。这表明需要一个国际基础设施来促进讨论和解决一系列关键问题，包括如何更好地利用全球流动人才的作用；如何保障和规范合理的人才流动；如何平衡原籍国和目的地国的利益，从而找到解决当前和未来问题的方法。

2、全球人才流动

尽管人才跨国流动自古以来就有，但在不同的历史时期，人才跨国流动的规模、方式和特征都有很大的不同。过去20年来，通过全球化加强国家间的联系，使跨国人才流动在范围和规模上迅速扩大。根据《福布斯》2018年全球人才流动和财富管理报告，四种最常见的国际人才迁移形式是海外学习和就业、技能迁移、定期迁移和人才回流。近年来，随着全球经济的发展，跨国人才流动呈现出以下鲜明特点。

前所未有的规模和速度

世界经济已经到了一个临界点，许多人口老龄化和出生率下降的主要经济体可能会失去推动经济发展的引擎。预见到这些挑战，许多国家已采取措施吸引国际人才，以满足对人力资源的需求。与此同时，在全球范围内整合人力资本的跨国公司的广泛外联推动了人才跨境更加频繁的流动。与此同时，交通基础设施的进步也为日益便利的国际旅行提供了条件。截至2018年底，每周中国与其他主要国家之间的定期客运航班15684架次，单年开通的国际航线数量超过改革开放前30年的开通总量。

根据最新的联合国报告，2017年跨国移民总数达到2.58亿，其中71%流向高收入国家，74%为20至64岁的工人。

高技术人才需求旺盛，竞争激烈

随着大数据和人工智能进入更广泛的应用阶段，引领工业4.0的发展，全球劳动力市场对高科技人才的需求不断增加，导致相关领域人才短缺。

根据LinkedIn发布的《全球人工智能人才报告》，LinkedIn上发布的人工智能职位数量从2014年的5万个飙升至2016年的44万个，增长了近8倍。与此同时，2016年，中国工业和信息化部向媒体透露，中国面临着500多万人工智能人才短缺的问题。

为了在全球人才竞争中取胜，许多国家实施了人才发展战略，如美国的“增强美国21世纪竞争力”计划、日本的“240万科技人才发展综合促进计划”、加拿大的“创新与技能计划”，德国的“青年专业系统”和韩国的“Brain Korea 21顶尖大学和学生计划”。这反映了吸引不同国家国际人才的竞争加剧。

无论是在培养新人才、吸引国外人才，还是在如何使用和激励人才，尤其是高科技人才方面，中国在使人才库更加国际化方面也取得了长足进步。然而，“不改变土壤就不能改变植物”，中国必须为人才的成长和繁荣创造一个更国际化的“土壤”。中国还必须最终培养更多的“文艺复兴学者”——这些人并非出于成为科学家或经济学家的单一目标，而是有着广泛的兴趣，能够激励他们在技术和其他领域进行创新和创造。

普遍的“人才外流”

全球南北之间对科学家、工程师、教授、管理人才和创业者等技术工人的竞争并非新鲜事。更好的生活和工作条件以及吸引人才的强有力政策，使发达国家在人才争夺战中占据优势，而发展中国家由于缺乏竞争力，继续失去许多熟练工人。

在安哥拉、布隆迪和肯尼亚等国，33-55%的受教育程度较高的人已离开，前往经济合作与发展组织（OECD）成员国工作。

加拿大经济学一位教授曾在《华尔街日报》撰文指出:“掠夺最优秀的人才，特别是从贫穷小国掠夺人才，可能会损害这些国家的政治和经济发展，甚至在最坏的情况下毁掉这些国家。”

同时，应当指出，发达国家也存在“人才外流”现象。约40万名来自欧盟的高端技术工人在美国工作，而中国和印度等新兴经济体的快速发展甚至在美国也造成了人才流失。然而，由于发展中国家拥有大量人才流入，与发展中国家相比，这一问题并不严重。

全球人才迁移与国际关系之间的联系

许多国家承认人才是国际竞争中的战略资源。人才竞争日趋激烈，人才的积累或流失会对国际关系中的力量平衡产生重大影响。与敏感技术专长相关的问题甚至可能引发国家间的摩擦。

地缘政治的这些变化日益影响全球人才迁移。例如，始于2018年的中美贸易摩擦已蔓延至人才领域。美国改变了与中国学生相关的政策，将机器人、航空航天和高科技制造等敏感领域的中国学生的签证限制在一年内，而美国联邦调查局（FBI）已开始审查华裔美国科学家，甚至是参与中国千人计划的美国科学家。稍后我们将进一步讨论这个问题。

3、2019冠状病毒疾病对人才流动的影响

过去一年，2019冠状病毒疾病大流行的无情冲击也对人才流动产生了巨大影响。在短期内，重点是限制国际人才的实际流动，以防止该流行病的传播。然而，从长期来看，随着数字链接的发展，这一流行病促进了在线智力流动的增加，这可能为未来的物理国际流动提供一个有吸引力的替代方案。这一趋势为加强跨国人才库之间的交流与合作提供了巨大潜力。

物理流动性的停滞

随着各国关闭边境，采取措施防止病毒传播，跨境人才流动受到多方面影响。这些障碍包括签证和旅行限制等监管障碍，以及与大流行有关的污名造成的社会障碍。

对人才流动最直接的影响可能是对世界上几乎每个国家的旅行和入境的限制，阻止了人才以一种实际的、有形的方式跨境流动。自各国关闭边境、颁布旅行限制、停止签发签证以来，国际旅行几乎陷入停顿，有的完全禁止国际航班，有的航班数量极低、运力有限。中国民用航空局的统计数据显示，2020年4月，国际航线旅客数量降至仅7.7万人次的低点，而去年同期为608万人次。对世界各地的科学家和研究人员来说，长时间封锁造成的行动不便导致他们进入实验室和研究设施受到限制或无法进入，根据规定的隔离要求不规律地进行通信，取消学术会议和实地工作，以及基本设备供应链的中断，这对它们的生产率产生了不利影响。

此外，旨在阻止冠状病毒进一步传播和维护公共卫生的监管政策成为全球人才流动的主要障碍。许多国家制定的这些严格的签证限制，以及严格的检测和检疫程序，使得人才跨境流动极为困难。这与中国尤其相关。鉴于新变种席卷欧洲和美国，引发了第三波感染浪潮，中国在2021年初再次限制了所有中高危国家的入境。

公共行政的另一个要素是，教育领域正在转向限制性移民政策，这将对人才流动产生更深远的影响，并以复杂的政治经济关系为基础。中国是高等教育国际学生的最大来源地，美国一直保持着其作为第一目的地国的地位，但在过去十年中，选择毕业后在美国学习和停留的中国学生人数有所下降，在疫情期间下降幅度更大。在2019冠状病毒疾病爆发之前，已经有一些学生被特朗普政府官员错误地指控从事间谍活动，他们威胁要取消或吊销签证。这种煽动性言论造成了敌对气氛，影响了目前在美学习的3000-5000名中国学生。

虽然最初采取边境管制措施是为了遏制2019冠状病毒疾病的传播，但在一些国家，具有明确反移民立场的政治领导人利用这一流行病将国际移徙定为犯罪，并获得公众支持，以限制未来的流动。近几个月来，在西方国家，特别是美国，针对中国人和其他亚裔的种族歧视和仇恨犯罪大幅增加。仇外心理和孤立主义的抬头与中国的系统妖魔化有着千丝万缕的联系，2019冠状病毒疾病的传播在中国首次被报道，不仅是媒体，而且在政治和公共言论中也是如此。负面的公众舆论和公开的歧视使潜在人才不愿在存在这种社会氛围的地区定居，并最终阻止他们长期为东道国做出贡献。

网络智力流动的发展

为了抵消实际人才交流停滞带来的负面影响，过去一年中，在线智力流动的频率大幅增加。正在进行的远程工作转型有望成为新常态，而在线学习、实验室共享、虚拟网络研讨会和会议的兴起，使远程学习、研究和交流成为可能，正在培育国际人才流动的新模式。这一趋势使得国际人才更容易合作，也更容易克服地理边界的限制。

过去一年，促进国际人才流动的网络工具得到广泛应用，增长迅速，不仅促进了网络智力流动，也为国际人才在国外的生活提供了巨大便利。例如，中国东部的杭州市已经创建了智能手机应用程序，为国内外居民提供住房、医疗和公共交通等公共服务。这些发展使生活和工作在那里的人们生活的各个方面更加方便。

随着大规模的疫苗接种计划和疫情的有效控制，国际人才的身体流动将逐渐恢复，而网络知识流动也将因其便利而在后大流行时代发挥越来越重要的作用。在这一过程中，数字环节的进步，以及公务员队伍的数字化，可以促进国际人才在国外的融合，提高一国吸引国际人才的竞争力。

加强科技与创新合作

虽然疫情加剧了全球政治的分歧，削弱了旨在应对危机的国际体系，但全球挑战的紧迫性加强了专业科学网络内部的联系。首先是中国科学家公开分享新病毒的基因组序列，然后是研究机构之间的国际合作和数据以及遗传和病毒材料的交流。由出版商、基金会、公司和研究实验室支持的一些在线平台也承诺开放获取分析工具、学术文章以及流行病学、临床和基因组数据。据经济合作与发展组织(OECD)透露，在过去11个月里，有关新冠病毒的7.5万份科学论文中，75%以上已向公众公开。国际合作对疫苗接种研究和临床试验也至关重要，使拥有科学资源的国家能够从不同区域获得可靠的数据，特别是脆弱人口众多、防备有限的发展中国家，并加速开发潜在疫苗。

值得强调的是，尽管疫情爆发时的地缘政治气氛紧张，呈去全球化趋势，但科学界继续积极反对孤立主义。例如，在危机爆发的最初几个月，数百名中国和美国学者签署了公开信，呼吁美国政府允许与中国合作，制定一个共同承担全球责任的框架。尽管在外交政策、贸易和技术上存在分歧，但作为COVID-19研究的主要生产国，美国和中国在合作论文上的合作伙伴最多。尽管受到疫情和地缘政治因素的影响，但科学家们创建的全球合作网络为全球人才更好、更广泛合作的重大价值树立了榜样，这在一定程度上为建立一个协调和促进全球人才流动的国际组织奠定了基础。

4. 当今全球人才流动的规制

全球治理机制尚未完全有能力应对日益激烈的全球竞争人才,这导致了缺乏监管领域的全球人才移民和从长远来看可能会导致人才和影响可持续发展的因素。全球人才流动监管面临的具体挑战概述如下。

全球人才合作缺乏共识

随着全球化的深入发展，全球范围内的分工与合作日益普遍。如今，35%以上的科学论文是由不同国家的学者共同撰写的。突破和创新往往来自由具有多元文化背景的人才组成的团队。诺贝尔化学奖得主、英国皇家学会主席文卡特拉曼·拉马克里斯南曾对媒体表示，从科学研究的角度来看，科学进步作为一个整体受益于全球人才迁移。对这一趋势的回应不应是限制劳动力的流动，而应培养一个人们愿意在许多不同的地方工作的研究环境。

然而，个别国家往往更关心全球人才迁移的竞争方面。对于国际人才合作价值的关注或研究相对较少，导致在这一话题上缺乏共识。但在全球人才流动中，竞争与合作是同一事物的两面，从人类发展的全局来看，合作极其重要，不容忽视。

全球人才流动对话、协调与合作机制的必要性

目前，在全球层面，还缺乏促进人才流动对话与协调的机制。劳动政策的差异和职业资格互认的缺乏表明需要加强合作和协调。欧盟和东盟内部已经实施了一些机制，中国和欧盟启动了中欧移民和人员流动支持项目对话，但这些机制仍局限于地区层面，缺乏稳定性，而且通常仅限于某些政府机构。

缺乏全球人才流动的数据和资源

尽管全球人才迁移有所增加，但关于移民规模、性别、年龄和职业的准确数据并不完整，这阻碍了决策者和研究人员进行准确分析和制定适当政策的能力。

近年来，LinkedIn的崛起填补了这一数据缺口。拥有6.45亿用户的LinkedIn提供了丰富的人才数据。但是，它作为业务的地位也意味着对该数据的访问受到限制。

5. 这种监管空白需要一个全球性的制度解决方案

前几节强调了人才流动在各个层面上的障碍，包括缺乏国际共识、合作机制和管理全球人才流动的可用资源。本节提出了解决这一差距的建议，即成立一个国际非政府组织，促进全球人才交流与合作，促进人才流动。本组织的愿景是建立一个包容性的国际平台，以应对全球人才迁移面临的挑战，并将解决以下需求:促进从事人才相关问题的现有组织之间的对话;制定共同标准;促进创新的全球治理解决方案，促进最佳实践。

提议的国际组织的概念和目标

该组织的宗旨是促进国际人才流动;加强人才合作;为发展中国家的人才和研究支持提供基本保护;加强与发达国家重点领域人才合作，促进成员国人才流动和人才创造。

要实现这一目标，首先要为国际人才交流创造一个公平竞争的对话平台。这意味着促进以下议题的全球和区域对话:全球人才迁移;加强对相关机遇和挑战的理解;制定和完善有效的政策措施，确定能够支持国际合作的综合方法和措施。

该组织的第二个目标是关注世界各地人民的福利，鼓励人才的国际流动。区域发展水平不同，各国的国际人才储备也不同。人才资源丰富的国家应该支持和帮助欠发达国家，通过人才共享和交流平台，找到和培养带动经济发展所需的人才。这需要政府、非政府组织、技术工人和其他利益攸关方的支持，以更有效地利用人力资本，促进国家之间的人才流动。

最终目标是努力保护个人的权利和利益，解决目前全球人才治理的差距。在这一领域的现有国际组织包括国际移徙组织，该组织更多地关注难民和国内流离失所者等移徙弱势群体的相关问题。还有国际劳工组织，致力于保护工人的权利。然而，一个专注于高技能人才培养和共享的组织最终将负责协调这些机构，更好地指导和规范地方机构保护国际人才权益的努力，确保公平、平等和合理的待遇。

6. 需要完成的工作

作为国际人才流动对话与合作的平台，该组织开展的具体工作将涉及广泛而深远的问题。目前，在国际人才流动领域存在一个悖论:尽管出现了大流行病，但世界比历史上任何时候都更加相互联系和流动性更强。这项关于人才流动的工作的重要性，将为下一阶段的全球化和经济发展提供基础，使其与世界目前面临的贸易谈判、环境问题和健康危机等其他问题同等重要。

本组织需要进行的第一项工作是达成协商一致意见。作为国际人才的协调机构，国际人才组织的作用在于为扩大国际人才交流、促进国际合作建立国际社会普遍遵循的共识。

一旦达成这一共识，该组织的第二步将是建立对话、协调与合作的机制。这些机制首先将通过全球人才大会和峰会，积极推动对全球人才合作与发展各方面的讨论和研究。这将为讨论奠定基础，从而促进实际服务的发展。例如，学历互认;职业资格认证;未来移民配额及国际学生管理。

最后，该组织将评估和指导政策和发展工作，通过一系列以信息收集和共享为中心的服务，促进人才有序流动。

这些努力产生的结果还必须在一个平台上公布，该平台将:(1)收集关于人才储备和需求的信息，作为官方数据、信息和指导的访问点;(2)发布全球人才及相关产业发展的年度报告;(3)管理关于全球人力资源、国家统计数据和服务的数据库;(4)年会、大会、论坛、交易会等活动的会后信息;(5)促进和加强成员、城市乃至国家之间在人才发展和流动方面的交流与合作。(6)组织培训，培养人才，完善人才管理，加强政府和机构的人才服务。

这样一个国际组织的最后一个关键职能是收集和综合资料。具体来说，这项任务涉及到分析国际人才的各个方面，利用大数据和内部以及外部的数据库资源，提供全球人才的权威信息。这些信息将有助于政府制定政策和制定方法，以及改善国际人才治理的方法和工具。

人才是促进国际对话与合作最宝贵的资源之一，对促进可持续发展、应对气候变化、粮食安全、公共卫生等全球性问题至关重要。在开发COVID-19疫苗期间的出色合作证明了便利跨境思想交流的巨大价值。这一趋势甚至可以通过创建本文中提出的国际组织进一步发挥作用。该机构将为国际人才合作提供一个永久性的国际基础设施，并可能通过使思想和人才自由流动，克服我们目前面临的地缘政治和政策问题的摩擦和紧张局势;通过让科学家、研究人员和企业家更好地相互交流;促进科技发展，更好地解决全球性问题。结果可能是一种积极的回报，它可能促进民族国家之间的多边合作，并为一个更可持续的未来作出贡献。

总之，无论是商品、资本还是人才，全球化都是一种趋势，我们有信心在长期内继续形成势头。目前人才流动面临的挑战部分是由于短期全球事件或某些国家政策和态度的变化。但有证据表明，更广泛的趋势是人才发展领域的交流与合作日益增加。这就需要一个行政机构来协调各个国家和地区之间的人才共享。只有建立了沟通的标准和渠道，才能更好地分配和运用人才，最终不仅有利于东道国，也有利于个人。

翻译整理：那娜

责任编辑：陈龙狮

附件：本报时事评论员巴铁泽米尔简介

Zamir Awan，泽米尔阿万，笔名：巴铁泽米尔。

现任巴基斯坦国立科技大学中国研究中心副主任。巴基斯坦驻中国大使馆原科技参赞。

泽米尔生于1962年3月1日，80年代在中国留过学。在上海大学获得学士与硕士学位，机械专业。

从2010年，在巴基斯坦驻华大使馆，担任参赞，负责中巴两国之间科技交流与发展科技合作。中巴两国政治关系非常密切，通称“铁哥们儿全天候战略合作伙伴”的关系。科技算战略地位，所以两国也重视科技交流与合作。

泽米尔阿万，利用他在中国学习时学过的知识（包括农业、林业、生物学、健康业、工业、水电、能源、高等教育等等）加强了合作关系。签订了不少合同与协议，推动了不少项目。

他为巴中两国人民之间的友谊做了不少的工作，特别一带一路与巴中经济走廊方面。在他的任期中，在两国关系发展壮大。

从2020年起成为《澳门法治报》时事评论员。

Trends, Challenges, and Solutions in Global Talent Mobility

1. The Need for International Infrastructure to Optimize Talent Migration

There is a compelling case to be made that talent migration makes a very significant contribution to global economic development. But the global governance of talent migration is very neglected compared to other sectors of the economy such as the management of international trade and finance. This essay makes the case for the value of creating a new global infrastructure for talent migration, the focus of which would be on the development of the great potential of optimal management of talent migration for the mutual benefit of all mankind.

Since the end of World War II, global flows of goods, capital, and human resources have become increasingly free, driving development and boosting mobility of talent around the world. According to the United Nations International Migration Stock 2019, the total number of migrants worldwide was expected to reach 272 million in 2019. That makes up around 3.5% of the world’s population, which is an increase from 173 million in 2000 and 222 million in 2010. Global migration, especially of highly skilled talent, has pushed forward scientific and technological discoveries. It has also raised new issues for global governance, which must be addressed to promote the overall welfare of the global community.

The study of global talent migration and its governance can be traced back to the “push-pull” theory, which views talent migration as driven by the dual effects of a “push” out of origin countries and a “pull” towards destination countries. Later, the theory of transnational migration emphasized the rapid development of transportation links and communications technology, which allows for highly mobile migrant groups to travel more frequently between their homelands and new destinations, forming a kind of “brain circulation.” These highly mobile migrants engage in a variety of economic, cultural, and political activities, including processes of learning, communication, and exchange. Transnational migration theory highlights “de-modernization” and migration networks in the context of globalization and is particularly prevalent among groups of highly skilled migrants.

Many countries have adopted specific policies and measures to adapt to the emerging trends of global migration in the 21st century. The goals of these practices include nurturing human capital, especially highly skilled workers, and attracting international talent with professional experience or certain qualifications through policies that emphasize skilled labor and investment. These countries usually offer a pathway to permanent residency and eventually full citizenship. Countries like Australia, Canada, and New Zealand also continuously refine immigration policies to integrate new immigrants into their labor markets. These include regulations that support international students to accumulate work experience, which facilitates their transition from short-term to permanent residence. In China, government, business, and educational institutions have been active in launching new policies to attract international talent. Many Chinese nationals that have studied or worked abroad have returned to China for career opportunities, resulting in recent waves of “return migration” and “brain circulation”

While there has been significant progress in both theoretical work and practical application regarding global talent migration and its governance, many existing challenges still impede global talent migration, limiting the potential contribution that these human resources could make toward economic and social development. This points to the need for an international infrastructure to facilitate discussion and address a range of crucial questions, including how to better leverage the role of globally mobile talent; how to ensure and regulate reasonable talent mobility; how to balance the interests of origin and destination countries and so find ways to resolve current and future problems.

2. Global Talent Mobility

While transnational movements of talent have existed as long as nation-states, the scale, modalities, and characteristics of these migration flows have varied greatly during different historical periods. Over the past 20 years, enhanced links among countries through globalization have enabled the rapid expansion of transnational talent flows in both scope and scale. According to the 2018 Global Talent Mobility and Wealth Management Report by Forbes, the four most common forms of international talent migration were overseas study and employment, skilled migration, periodic migration, and return of talent. In recent years, with the development of the global economy, transnational talent mobility has demonstrated the following distinct characteristics.

2.1 Unprecedented Scale and Speed

The world economy has reached a critical point in which many major economies with aging populations and declining birth rates might lose the engines that drive economic development. Foreseeing such challenges, many countries have introduced measures to attract international talent to fill in the demand for human resources. At the same time, the extensive outreach of transnational corporations that have integrated human capital on a global scale propels more frequent movements of talents across borders. Meanwhile, advances in transportation infrastructure have also provided the conditions for increasingly convenient international travel. By the end of 2018, there were 15,684 scheduled passenger flights between China and other major countries each week, and the number of international routes opened in a single year exceeded the total opened in 30 years before the launch of reform and opening-up.

According to the latest United Nations report, the total number of transnational migrants reached 258 million in 2017, of which 71% went to high-income countries and 74% were workers aged between 20 and 64.

2.2 High Demand and Intense Competition for High-Tech Talent

As big data and artificial intelligence enter a phase of wider application and pioneer the development of Industry 4.0, the demand for high-tech talent is increasing in the global labor market and leading to a shortage of capable individuals in related fields.

According to the Global AI Talent Report released by LinkedIn, the number of AI positions published on LinkedIn skyrocketed from 50,000 in 2014 to 440,000 in 2016, which is a nearly eight-fold increase. Meanwhile, in 2016 China’s Ministry of Industry and Information Technology disclosed to the media that China faced an AI talent shortage of over 5 million.

Aiming to win in the global competition for talent, many countries have implemented talent development strategies, such as the “Strengthening American Competitiveness for the 21st Century” program in the United States, the “2.4 million Science and Technology Talent Development Comprehensive Promotion Plan” in Japan, the “Innovation and Skills Plan” in Canada, the “young professional system” in Germany and the “Brain Korea 21 Program for Leading Universities & Students” in the Republic of Korea. This reflects an intensification of the competition to attract international talent from different countries.

China has also made great strides in making its talent pool more international, whether in terms of cultivating new talent, attracting talent from abroad, or how talent is being used and incentivized, particularly high-tech talent. However, you ‘cannot change the plant without changing the soil’ and China must create a more international ‘soil’ for talent to grow and thrive. China must also ultimately cultivate more “renaissance scholars”—those that are not driven by the singular goal of being a scientist or economist but have a range of interests that inspire them to innovate and create in technology and other fields.

2.3 Widespread “Brain Drain”

Global North-South competition for skilled workers such as scientists, engineers, professors, administrative talent, and start-up entrepreneurs is not a new thing. Better living and working conditions and strong policies to attract talent give developed countries an advantage in the battle for talent while developing countries continue to lose many skilled workers because of their lack of competitiveness.

In countries such as Angola, Burundi, and Kenya, 33–55% of people with higher levels of education have left to work in member countries of the Organization for Economic Co-operation and Development (OECD). As a Canadian economics

a professor once wrote in the Wall Street Journal, “Plundering the most talented people, especially from small and poor countries, may damage the political and economic development of these countries, and even ruin them in the worst scenario.”

At the same time, it should be noted that “brain drain” also exists in developed countries. Approximately 400,000 high-end skilled workers from the European Union work in the United States, while the rapid development of emerging economies such as China and India has caused a brain drain even in the United States. However, this problem is mild compared with developing countries due to the massive inflow of talent that developing countries enjoy.

2.4 Linkages Between Global Talent Migration and International Relations

Many countries recognize talent as a strategic resource in international rivalry. Competition for talent has become increasingly fierce and the accumulation or loss of talent can have a significant impact on the balance of power in international relations. Issues related to sensitive technical expertise can even trigger friction between countries.

These changes in geopolitics increasingly affect global talent migration. For example, China-US trade friction that started in 2018 has spread to the field of talent. The United States has made changes in policies related to Chinese students, limiting visas for Chinese students majoring in sensitive fields such as robotics, aerospace, and high-tech manufacturing, to one year, while the FBI has started to scrutinize Chinese-American scientists or even American scientists who are part of China’s Thousand Talents Plan. We will touch more on this later.

3. The Effect of COVID-19 on Talent Mobility

The relentless onslaught of the COVID-19 pandemic over the past year has also had a massive impact on talent mobility. In the short term, the focus has been on limiting the physical mobility of international talent to prevent the spread of the pandemic. In the long term, however, with the development of digital links, the pandemic has contributed to an increase in online intellectual mobility, which may provide an attractive alternative to physical international mobility in the future. This trend provides huge potential for enhancing communication and cooperation among international talent pools across borders.

3.1 The Stagnation of the Physical Mobility

With countries closing their borders and taking measures to prevent the spread of the virus, the flow of talent across borders has been affected in a number of ways. These include regulatory barriers such as visa and travel restrictions, as well as social barriers due to stigmas attached to the pandemic.

Perhaps the most direct impact on talent mobility has been the limitations placed on travel and entry into nearly every country around the world, preventing talent from moving across borders in a practical, physical way. Since countries closed their borders, issued travel restrictions, and stopped issuing visas, international travel has nearly reached a standstill, ranging from a complete barring of international flights to an extremely low number of flights with limited capacity. Statistics from the Civil Aviation Administration of China show that the number of passengers traveling on international routes hit a low of only 77,000 in April 2020, compared with 6.08 million the year before. For scientists and researchers worldwide, limited physical mobility due to extended periods of lockdown has led to the restricted access or loss of access to laboratories and research facilities, irregular communication patterns under mandated isolation requirements, cancellation of academic conferences and field works, and disruptions in supply chains for essential equipment, which has altogether had an adverse impact on their productivity.

In addition, regulatory policies that were designed to halt the further spread of the coronavirus and safeguard public health became a major barrier to global talent mobility. These strict visa restrictions set up by many countries along with stringent testing and quarantine procedures have made it extremely difficult for talent to move across borders. This is especially relevant for China, which in early 2021 once again restricted all entry from medium and high-risk countries, given the third wave of infections fuelled by the new variants sweeping across Europe and America.

Another element of public administration is the ongoing shift towards restrictive immigration policies in education, which will have even more far-reaching consequences for talent mobility and is underpinned by a complex political-economic nexus. China is the largest source of international students in higher education and the US has maintained its status as their top destination country, but the number of Chinese students who choose to study and stay after graduation in the United States has fallen over the last decade, and declined even more dramatically during the pandemic. Before the COVID-19 crisis, there were already instances of students being wrongfully accused of espionage by Trump administration officials, who threatened to cancel or revoke their visas. This inflammatory rhetoric has created a hostile climate and affected 3,000–5,000 Chinese students currently studying in the US.

Although border control measures were initially adopted to curb the spread of the COVID-19, in some countries political leaders with an explicit anti-immigration position have used the pandemic as an opportunity to criminalize international migration and garnered public support to restrict future flows. In recent months, the international community has witnessed a significant increase in racial discrimination and hate crimes targeting Chinese and other people of Asian descent in western countries, particularly in the United States. This rise in xenophobia and isolationism is inextricably linked to the systematic demonization of China, where COVID-19 transmission was first reported, not only by the media but also in political and public rhetoric. Negative public opinion and overt discrimination make potential talent hesitant to settle in areas where such a social climate is present and ultimately prevent them from contributing to the host country in the long term.

3.2 The Development of Online Intellectual Mobility

To offset the negative impacts caused by the physical stagnation of talent exchange, the frequency of online intellectual mobility has increased considerably over the past year. The ongoing transition to remote working is expected to become the new normal, while the rise of online learning, lab-sharing, virtual webinars, and conferences, which enable long-distance study, research, and communication, are fostering new patterns of international talent mobility. This trend makes it easier for international talent to cooperate and overcome the limitations of geographic boundaries.

The broad application of online tools that have facilitated international talent mobility, which has grown rapidly over the past year, has not only improved online intellectual mobility but also improved a huge potential to make life easier for international talent in foreign countries. For example, the city of Hangzhou in eastern China has created smartphone applications that provide civil services such as housing, health care, and public transportation for both domestic and foreign residents. These developments make all aspects of life more convenient for those living and working there.

While we can expect to see a gradual return to the physical mobility of international talent following large-scale vaccination programs and effective control of the pandemic, online intellectual mobility will also play an increasingly important role in the post-pandemic era because of its convenience. Throughout this process, the advancements in digital links, along with the digitalization of civil services, could be utilized to facilitate the integration of international talent in foreign countries and increase the competitiveness of a country’s ability to attract international talent.

3.3 The Growth of Stronger Collaborative Efforts in Science and Innovation

While the pandemic has exacerbated the divisions in global politics and eroded international systems meant to respond to the crisis, the immediacy and urgency of global challenges have strengthened connections within specialized scientific networks. This began with Chinese scientists publicly sharing the genomic sequence of the new virus and was immediately followed by international cooperation and exchanges of data and genetic and viral material among research institutions. A number of online platforms backed by publishers, foundations, firms, and research labs have also committed themselves to the open-access of analytical tools, scholarly articles as well as epidemiological, clinical, and genomic data. According to the OECD, more than 75% of the 75,000 scientific publications on COVID-19 in the past 11 months have been made open to the public. International cooperation was also essential for vaccination research and clinical trials, allowing countries with scientific resources to acquire robust data from different regions, particularly developing countries with large vulnerable populations and limited preparedness, and accelerate the development of potential vaccines.

It is worth highlighting that while the pandemic broke out in the midst of a tense geopolitical climate that was trending toward de-globalization, the scientific community continued to actively work against isolationism. For example, in the initial months of the crisis, hundreds of Chinese and American scholars signed open letters appealing to the US government to allow cooperation with China to develop a framework for a shared global responsibility. Despite disagreements on foreign policy, trade, and technology, the United States and China, as the top producers of COVID-19 research, have had the most collaborators working on co-authored papers. Despite the influence of the pandemic and geopolitical factors, the global cooperative network created by scientists has set an example for the significant value of better and more extensive collaboration among global talent, which has to some extent laid the foundation for the creation of an international organization to coordinate and promote global talent mobility.

4. Regulation of Global Talent Migration Today

Mechanisms of global governance are not yet fully capable of dealing with the increasingly fierce global competition for talent, which has resulted in a dearth of regulation in the field of global talent migration and in the long term may result in the under-uses of talent and adversely affect sustainable development. Specific challenges facing the regulation of global talent mobility are outlined below.

4.1 Lack of a Common Consensus on Global Talent Cooperation

With the ever-expanding reach of globalization, division of labor and cooperation on a global scale is increasingly prevalent. Today, more than 35% of scientific papers are produced through joint efforts by academics from different countries. Break-throughs and innovation often come from teams made up of talented individuals from multicultural backgrounds. Venkatraman Ramakrishnan, the winner of the Nobel Prize in Chemistry and President of the United Kingdom’s Royal Society, once told the media that, from the perspective of scientific research, scientific progress as a whole benefits from global talent migration. The response to this trend should not be to limit the flow of labor but to foster a research environment in which people are willing to work in many different places.

However, individual countries are often more concerned about the competitive aspect of global talent migration. Relatively little attention, or research, focuses on the value of cooperation in international talent, leading to a lack of consensus on the topic. However, competition and cooperation are two sides of the same coin in global talent migration, and, from the overall perspective of human development, cooperation is extremely important and should not be overlooked.

4.2 The Need for Dialogue, Coordination, and Cooperation Mechanisms in Global Talent Migration

Currently, at the global level, there is a lack of mechanisms for the promotion of dialog and coordination on talent migration. Differences in labor policies and the lack of mutual recognition of professional qualifications show the need for enhanced cooperation and coordination. Some mechanisms have been implemented within the European Union and the Association of Southeast Asians Nations (ASEAN), while China and the European Union have launched the EU-China Dialogue on Migration and Mobility Support Project, but these mechanisms remain limited to the regional level, lack stability, and are often limited to certain governmental agencies.

4.3 Lack of Data and Resources on Global Talent Migration

Despite the increase in global talent migration, precise data on the scale, gender, age, and professions of migrants is incomplete, which hinders the ability of policymakers and researchers to perform accurate analysis and develop appropriate policies.

In recent years, the rise of LinkedIn has helped to fill in this data gap. With 645 million users, LinkedIn provides a wealth of talent data. However, its status as a business also means that access to this data is restricted.

5. This Regulatory Void Calls for a Global Institutional Solution

The previous sections highlighted the barriers to talent mobility on various levels, which include a lack of international consensus, cooperation mechanisms, and available resources regarding the management of global talent flows. This section outlines a proposed solution to address this gap, namely, an international non-governmental organization to promote global talent exchange and cooperation on talent flows. The vision for this organization is an inclusive international platform that can address challenges facing global talent migration and will resolve the following needs: facilitating dialogue between existing organizations working on talent-related issues; developing common standards; fostering innovative global governance solutions and promoting best practices.

5.1 Concept and Goals of the Proposed International Organization

The purpose of this organization would be to promote international talent mobility; strengthen talent cooperation; provide basic protections for talent and research support for developing countries; reinforce talent cooperation in key fields with developed countries, and improve talent mobility and talent creation in member countries.

To accomplish this, the first goal would be to create a platform for dialogue on fair competition in international talent exchanges. This means promoting global and regional conversations on the following topics: global talent migration; improving understanding of the relevant opportunities and challenges; developing and refining effective policy measures, and identifying comprehensive methodologies and measures that can support international cooperation.

The second goal of the organization would focus on the welfare of people around the world and encourage the international movement of talent. Different levels of development at the regional level mean that the available pool of international talent varies between countries. Countries blessed with an abundance of talent should support and work with less developed countries to locate and cultivate the talent needed to drive economic development through talent sharing and exchange platforms. This requires support from governments, non-governmental organizations, skilled workers, and other stakeholders to utilize human capital more efficiently and promote the flow of talent between countries.

The final goal is to work to protect the rights and interests of individuals and address current gaps in the governance of global talent. Existing international organizations in this area include the International Organization for Migration, which focuses more on issues related to vulnerable groups of migrants like refugees and internally displaced persons. There is also the International Labor Organization, which works toward the protection of workers’ rights. However, an organization focusing on the cultivation and sharing of highly skilled talent would ultimately be responsible for coordinating between these institutions to better guide and regulate efforts by local organizations to protect the rights and interests of international talent to ensure fair, equal, and reasonable treatment.

6. Work That Needs to Be Done

As a platform for dialogue and cooperation on international talent mobility, the specific work carried out by such an organization would cover a wide range of far-reaching issues. There is currently a paradox in the field of international talent mobility: despite the pandemic, the world is more interconnected and mobile than at any other moment in history. The importance of this work on talent mobility, which will provide a foundation for the next stage of globalization and economic development, places it on par with other issues like trade negotiations, environmental issues, and health crises that the world is currently facing.

The first bit of work this organization would need to carry out would be to forge a consensus. As a coordinating body for international talent, it would be the role of this organization to establish a general consensus for the international community to follow in order to expand exchanges on international talent and promote international cooperation.

Once this consensus is reached, the second step for this organization would be to set up mechanisms for dialogue, coordination, and cooperation. These mechanisms would first focus on the active promotion of discussion and research on various aspects of global talent cooperation and development through a Global Talent Conference and Summit. This would set the stage for discussions that would feed into the development of actual services. For example, mutual recognition of academic qualifications; certification of professional qualifications; quotas on future immigration, and management of international students.

Finally, this organization would assess and guide policies and development efforts to promote the orderly flow of talent through a range of services centered on the collection and sharing of information.

The results produced by these efforts must also be made available on a platform that would: (1) collect information on talent pools and demand, serving as an official point of access for data, information, and guidance; (2) publish annual reports on developments in global talent and related industries; (3) manage a database on global human resources, country statistics, and services; (4) post-event information on annual meetings, conventions, forums, trade fairs, and other activities; (5) facilitate and strengthen exchange and cooperation among members, cities and even countries on topics of talent development and mobility and (6) organize training to cultivate talent, improve talent management and enhance talent services provided by governments and institutions.

One last key function of such an international organization would be to collect and integrate information. Specifically, this task relates to the analysis of various aspects of international talent that leverage big data and internal, as well as external database resources, to provide authoritative information on global talent. This information would serve governments in policy making and the development of methodology, as well as approaches and tools to improve the governance of international talent.

Talent is one of the most valuable resources in promoting international dialogue and cooperation, which is essential to the promotion of sustainable development and tackling global issues such as climate change, food security, and public health. The exceptional collaboration during the development of the COVID-19 vaccine has proven the great value of enabling the easy exchange of ideas across borders. This trend can be even further leveraged through the creation of the international organization proposed in this essay. This agency would provide a permanent international infrastructure for cooperation in international talent and could potentially overcome the friction and tensions of geopolitics and policy issues that we currently face by enabling the free flow of ideas and talent; by enabling scientists, researchers and entrepreneurs alike to better communicate with each other; promote the development of science and technology and tackle global issues in a better way. The outcome can be a positive return, which might promote multilateral cooperation between nation-states and contribute to a more sustainable future.

To conclude, whether in terms of goods, capital or talent, globalization is a trend that we are confident will continue to build momentum in the long term. The challenges to talent mobility that currently exist are partially due to short-term global events or changes in policies and attitudes in certain countries. But evidence shows that the broader trend is toward increased exchanges and cooperation in the field of talent development. This requires an administrative body to coordinate between the various countries and regions among which talent is shared. Only by establishing standards and channels for communication can talent better be allocated and applied, which will ultimately benefit not only the host country but individuals as well.

责任编辑：cls

关键字：時政、要聞、國際

Reference Link:- https://www.amfzbao.com/mpost.html?id=629c6874776d3602289edc24