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Research on Promoting Regional Talent Advantage Into Regional
Economic Advantage—A Case Study of Nanjing
CHEN Shuangshuang 1, ZHAO Yongle 2
1, 2. School of Business, Hohai University, P.R.China, 211100
1. Hohai University Wentian College, P.R.China, 243031
[email protected]
Abstract: Talent and economic are two bidirectional influencing social variables, having a direct
relation of mutual promotion. Nevertheless, an unbalanced development phenomenon about talent and
economic has appeared in many regions in China. How to change this phenomenon and to promote
talent advantage into economic advantage has become the research topic of this paper. This paper selects
Nanjing which is a typical city representative of the coordinated development of regional talent and
regional economy as an empirical research object. By using Delphi method and questionnaire survey,
through three rounds of investigation, we find out important influence factors of talent advantage
transforming into economic advantage. We calculate and analyze importance degree, satisfaction degree
and bottleneck degree of these factors. Then, we conclude the factors promoting Nanjing’s talent
advantage into economic advantage and the factors hindering Nanjing’s talent advantage into economic
advantage. Research found that there are 10 promoting factors and 10 obstructive factors. On this basis,
we propose some specific countermeasures to promote concrete countermeasures of promoting
Nanjing’s talent advantage into economic advantage from the government level, innovation and
entrepreneurship level, enterprise level, talent system and mechanism level. The research results not
only provide the reference for economic coordinated development of Nanjing and other cities, but also
enrich and deepen regional talent and regional economic coordinated development in theory and
practice.
Keywords: Talent advantage, Economic advantage, Bottleneck degree, Delphi method
1 Introduction
Talents and economy are two interdependent systems, greatly interrelated to each other. The coordinated
development between them will complement each other and promote each other, but in reality, talent
and economic development are often uncoordinated. This phenomenon is basically divided into two
categories. The most common one is lack of talents, which leads to economic backwardness. However,
there is also another relatively uncommon phenomenon, in which abundant talents cannot effectively
drive the economy. That means talent advantages cannot be transformed into economic advantages and
efficiently promote economic development. This issue has come to appear in many regions: the regional
talent level is not form a positive correlation with economic development level, the matching between
them appears bottleneck. Xian and Nanjing are outstanding cases of this.
How to promote regional talent advantage into economic advantage, find out its promoting factor, put
forward countermeasures to promote regional talent advantage into economic advantage, become the
main research topic of this paper. The paper selects Nanjing as the empirical research. Because
Nanjing’s technology, education, talents have ranked in the top three in China, but its economic
development only ranks the top three in Jiangsu province. In terms of either total GDP or per capita GDP,
Nanjing not only has a big gap with Suzhou and Wuxi, but also it is one of the lowest ranked locations
among these 15 sub-provincial cities. So Nanjing belongs to typical example of regional talent
advantage not transforming into regional economic advantage. Therefore, this paper chooses Nanjing as
empirical research object, and purpose is to find out factors promoting talent advantage into economic
advantage in Nanjing. This study will also provide the ideas and methods to solve the problem of talent
and economic mismatching phenomenon in other regions; also further enrich talent and economic
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development research.
2 Nanjing’s Current Situation and Problems of Talent and Economic
Development
According to the data of The Statistical Bulletin of Human Resource and Social Security Development in
Nanjing in 2011, the total amount of talent resources in Nanjing had increased to 1,838,800 people
(including 118,800 provincial people at work in Nanjing), an increase of 218,800 people over 2010.
Among them, the amount of professional and technical personnel totaled 1,044,000 people; new
highly-skilled talents were 18,900 and the highly-skilled personnel up to 169,900 people; among the
professional and technical personnel, the ration of the primary, middle and high skill level was 6: 3: 1.
There were 79 academicians in Nanjing, only second to Beijing and Shanghai, accounting for 85 percent
of Jiangsu province; there were 116 distinguished experts of the national “Thousand Talents Plan”, only
second to Beijing and Shanghai, being the third among these big and medium cities nationwide; Nanjing
had introduced almost 986 leading career-creating talents in science and technology; and there were also
87 distinguished visiting professors and chair professors of “Cheung Kong Scholars Program”.
Therefore, the human talents in Nanjing are rich.
At the end of “Eleventh Five-Year”, the proportion of fiscal revenue in GDP in Nanjing was the sixth in
the 15 sub-provincial cities in China, and the output effect of fixed assets was ninth. In terms of per
capita GDP, the per capita GDP of Nanjing was seventh, the growth rate ranking tenth. Generally
speaking, the benefit of economic growth in Nanjing was on the lower level among these sub-provincial
cities. In the comparison of Beijing, Shanghai, Nanjing, Suzhou, Wuxi, Guangzhou and Hangzhou, the
economic aggregate and per capita quantity of Nanjing was the last, which indicated that the economic
development of Nanjing not only lagged behind other cities of others provinces, such as Beijing,
Shanghai, Guangzhou and Hangzhou, but also lagged behind the cites within Jiangsu, such as Suzhou
and Wuxi. Taking the gap between Nanjing and Wuxi as an example, in 2010 the total GDP in Nanjing
was lower than that of Wuxi, less than 78,066 million Yuan; when it came to per capita GDP index, the
gap between Nanjing and Wuxi was even far wider, with a difference of 27,138 Yuan.
We summarize the above phenomenon in Nanjing as “talents are abundant, the economy lags behind”.
Why is there such a phenomenon of the economic development being unmatched with talent amount?
How should this incongruous relationship be broken through, to transform the talent advantages of
Nanjing into economic advantage in order to realize the coordinated development of talent and economy?
This has become an urgent issue.
3 Identify the Factors for the Formation of “Talents Are Abundant, the Economy
Lags Behind”
To dig in the cause of the phenomenon of “talents are abundant, the economy lags behind”, we find out
the factors promoting Nanjing’s talent advantage into economic advantage based on Delphi method and
questionnaire survey. This process is divided into two stages, specific as follows.
3.1 Select influence factors promoting Nanjing’s talent advantage into economic advantage
This section adopted Delphi method, and we searched through various academic channels, and then
internal experts proposed 51 factors from six aspects to make a questionnaire, inviting 15 experts to
carry out three rounds of selection. These 15 experts are consisted by three levels: five government
officials, 4 high-tech talents, and 5 experts engaged.
The questionnaire adopted Likert scale. In the first round, there were 51 factors which could promote the
talent advantage of Nanjing into economic advantage listed on the questionnaire, and these factors came
from six aspects, such as talent policy, talent institutional mechanisms, talent development environment,
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talent team, talents themselves, talent work, etc. These experts were invited to score on the importance
degree of these factors. During the first round of scoring, these experts proposed another 22 factors, and
then the final 73 factors formed the second round of questionnaire. After the second round of
questionnaire, by ranking, the first 40 factors were selected to constitute the third round of questionnaire.
Based on expert scoring results of various factors, we select factors according to the evaluation factors
of the average and expert opinion coordination coefficient. The calculation of average sees formula
(3.1.1). E X represents the average score, X i represents a single factor score, and n on behalf of
factor number. The expert opinion coordination degree is represented by the coefficient of variation of
standard. It shows that the volatility evaluation degree of index importance by experts. Volatility of the
smaller means change cognition factors of experts are more consistent. The variation coefficient
calculations see formula (3.1.2), V X On behalf of the value of variation coefficient. At last, according to
the scores of the third round of questionnaire, the first 30 factors were selected to compose the final
questionnaire as the factor promoting the talent advantage of Nanjing into economic advantage. These
30 factors are shown in as “the subject content” in Table1.
1 n
EX = ∑ X i
n i =1
(3.1.1)
VX =
1 n
∑ ( X i − EX )2
n i =1
EX
(3.1.2)
3.2 Evaluate the importance degree and satisfaction degree of influence factors
In order to fully grasp the factors that promoting Nanjing’s talent advantage into economic advantage,
we choose Nanjing talents to evaluate this 30 factors’ importance degree and satisfaction degree. The
importance degree expresses talent's evaluation for the importance of various factors. It is represented
by” not clear, not important, general important, more important, very important”. The satisfaction degree
expresses talent’s evaluation for the satisfaction of various factors’ executive condition. It is represented
by” not clear, not satisfied, general satisfied, more satisfied, very satisfied”. The research object are four
types of talent: firstly, principals in municipal committee, as well as each bureau, committee and
department in the municipal government (about 20 people); secondly, representative principals in
universities, financial institutions, enterprises, the human resources (department) of research institutes
(20 people); thirdly, representative principals in each bureau, committee and department in districts and
counties (20 people in each district); fourthly, representative high-level talents in each district (20 people
in each district). 640 questionnaires were distributed and all were taken back, with 639 valid
questionnaires, so the effective rate was 99.84 percent. We calculate satisfaction and importance degree
by sectional type centesimal system and the calculation method is the same, see formula (3.2.1).
S symbols satisfaction degree, I symbols importance degree. The inconsistency between the
satisfaction and importance degree, we call it as the bottleneck. Bottleneck calculation method is taking
important degrees as weight and calculates not satisfaction score of each factor. Bottleneck degree score
is higher express the degree of the bottleneck factors are greater, and it means we should pay more
attention on these factors. Bottleneck degree calculation formula sees formula (3.2.2). 15 Expert’s
importance degree evaluation results rank of 30 factors are different from 13 counties talent’s evaluation
results rank. We believe that the experts on this subject are the important role of choice influence factors
of Nanjing’s talent and economic development. Talent in Nanjing’s 13 counties, through their actual
work, evaluate these factors, thus form the final appraisal questionnaire in 30 factors sorting and
satisfaction to the importance of the sorting result. Therefore, the evaluation of the importance degree of
factors, satisfaction degree and the bottleneck degree of talent in 13 counties in Nanjing are considered
as ultimate factor evaluation results as shown in Table 1.
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S=
X1
× 20 +
5
∑X
i =1
i
X2
× 40 +
5
∑X
i =1
i
X3
× 60 +
5
∑X
i =1
i
X4
× 80 +
5
∑X
i =1
i
X5
× 100
5
∑X
(3.2.1)
i
i =1
B = (100 − S ) × I 100
(3.2.2)
3.3 An analysis of results of influence factors
For visual display, the degree of importance score, degree of satisfaction scores and bottleneck points
are displayed in Figure 1. According to survey data as shown in Table 1 and Figure 1, the scores of
importance degree of influence factors are all more than 80 points, while the scores of satisfaction
degree are not very satisfactory, and its integral level is just so-so, with each score less than 80 points,
the highest score only 79.167 points, the lowest score 68.809 points. It suggests that talents are not
satisfied with 30 factors’ implementation. All 30 factors’ bottleneck degree scores are around 20 points,
the distribution also presents imbalance state. From these data, we explore factors that promoting and
hindering Nanjing’s talent advantage into economic advantage.
3.3.1 The analysis of factors promoting talent advantage into economic advantage
From Table 1, we find that top ten scores of importance degree of influence factors are all more than 85
points, which means talents all agree that these ten factors play an important role in the process of
promoting talent advantage into economic advantage. It means these 10 factors are important factors
promoting the talent advantage of Nanjing into economic development. According to points shown in
Table 1, the importance degree of high and low ranking, these 10 factors respectively are as follows:
implementing scientific talent development strategy; fully stimulating talents’ innovation and
entrepreneurship; leadership’s emphasizing talent work in districts and counties; strengthening the work
of talent team construction and improving the quality of talent staff; scientifically defining the industrial
positioning of different counties (parks), increasing guidance of different development; grass-roots
leadership’s emphasizing talent work; highlighting the dominant position of enterprises as innovative
entities; implementing intellectual property protection policies; establishing technological innovation
system where enterprises as the mainstay, market-oriented, a combination of industry, education and
research; establishing an innovative cooperation mechanism between government, universities, research
institutes, financial institutions and enterprises.
3.3.2 The analysis of factors hindering talent advantage into economic advantage
According to the scores of the bottleneck degree in Table 1, the following 10 factors are big issues in the
way of promoting the talent advantages of Nanjing into economic developments. They are the repeat
construction of industrial parks and homogeneous competition; the low efficiency in the transformation
of new technologies to the market from research institutions; the inadequate dominant position of
enterprises as innovative entities; the demand of establishing a scientific evaluation system for talents
through scientific classification, to form a targeted management system, policies and solutions; the
inadequate atmosphere of respecting innovation and tolerating the failure in innovation; the insufficient
financial support for innovation and entrepreneurship; the defective talent resource structure; imperfect
innovative research system; the backward legal environment construction conducive to talent
development; the infant urban culture (spirit) for encouraging entrepreneurship. These 10 factors
become short board of Nanjing’s talent advantage into economic advantage, and hinder the
transformation of talent advantage into economic advantage. It can be seen that the impediments
transforming Nanjing’s talent advantage into economic advantage include system mechanism factors
and policy system factors, as well as public environment factors. These impediments can be summarized
as follows: the main management and regulation government exceeding its duties; the absence of
innovation and entrepreneurship subjects; the inadequate position of the incubation service subject. All
of these lead the transformation channel of talent advantages to a single model and lead talent
advantages to low efficiency, limiting the conversion of the talent advantages of Nanjing into economic
development, and that is just the reason for the phenomenon of " talents are abundant, the economy lags
behind”.
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Table 1 Evaluation form of factors transforming talent advantage into economic advantage of Nanjing
Serial
number
1
Importance
Satisfaction
degree
degree
Factors
Implementing intellectual property protection policies
Bottleneck degree
Order
Score
Order
Score
Order
Score
8
85.25
12
73.47
17
22.61
9
85.21
15
73.04
14
22.97
2
86.26
9
74.09
20
22.34
1
86.29
5
76.02
25
20.69
7
85.31
27
71.39
3
24.41
10
85.09
16
72.77
11
23.17
27
82.25
17
72.69
18
22.46
28
82.05
20
72.26
15
22.76
16
84.56
6
75.82
26
20.44
15
84.58
21
72.22
8
23.50
12
84.81
8
74.53
23
21.60
17
84.48
29
69.90
2
25.43
21
83.54
19
72.36
13
23.09
11
85.01
14
73.24
16
22.75
5
85.58
30
68.81
1
26.69
25
83.19
26
71.43
6
23.77
14
84.61
2
77.43
29
19.09
26
82.69
7
74.69
24
20.93
Establishing technological innovation system where
2
enterprises as the mainstay, market-oriented, a
combination of industry, education and research
3
4
5
Fully stimulating talents’ innovation and
entrepreneurship
Implementing scientific talent development strategy
Highlighting the dominant position of enterprises as
innovative entities
Establishing an innovative cooperation mechanism
6
between government, universities, research institutes,
financial institutions and enterprises
7
8
Implementing financial and tax policies to give
priority to the talent development
Guiding talents to set up the value pursuit of initiative
innovation and entrepreneurship
Establishing an incentive mechanism for independent
9
innovation, implementing incentive policies for
talents’ innovation and entrepreneurship
10
Establishing a research system to encourage
innovation
Establishing mechanisms for talent introduction and
11
development, selection evaluation, dynamic
configuration and incentives etc. to promote the talent
development
12
13
Promoting the efficiency in the transformation of new
technologies to the market from research institutions
Strengthening the protection of talents’ rights
Forming a good atmosphere and mechanisms to
14
introduce and keep the leading and career-creating
talents
Scientifically defining the industrial positioning of
different counties (parks), increasing the guidance for
different development, practically avoiding repeat
15
construction, homogeneous competition and cutthroat
competition of talent introduction, to form an orderly
industrial structure, competition model of assessment
and an reasonable talent flow
16
17
Providing sufficient financial support for innovation
and entrepreneurship
Implementing policies for supporting talents’
entrepreneurship
Creating an innovation and entrepreneurship mode of
18
“innovation in universities, entrepreneurship in
parks”
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19
20
21
Implementing policies for the internationalization of
talents
Implementing talent training policies under the
cooperation of industry, education and research
Encouraging urban culture (spirit) for encouraging
entrepreneurship
30
81.74
24
71.66
12
23.16
20
83.89
13
73.39
21
22.33
18
84.33
18
72.52
10
23.18
19
84.25
25
71.63
4
23.90
29
81.97
28
70.92
5
23.84
23
83.42
22
71.98
9
23.38
22
83.49
10
73.70
22
21.95
3
86.08
1
79.17
30
17.93
6
85.46
3
77.04
28
19.62
13
84.76
11
73.51
19
22.45
24
83.27
23
71.67
7
23.59
4
85.85
4
76.53
27
20.15
Establishing a scientific evaluation system for talents
22
through scientific classification, to form a targeted
management system, policies and solutions
23
Creating the atmosphere of respecting innovation and
tolerating the failure in innovation
Creating a legal environment conducive to talent
24
development, establishing and improving the laws
and regulations for talents
25
26
27
Allowing those people who highly respect talents to
manage talents
Leadership’s emphasizing talent work in districts and
counties
Grass-roots leadership’s emphasizing talent work
Improving the talent management system of
government’s macro-management, effective market
28
allocation, the independent employment of the
employers and the independent option of the
employees
29
30
Optimizing the talent resource structure
Strengthening the work of talent team construction
and improving the quality of talent staff
Figure 1 Evaluation of factors transforming talent advantage into economic advantage of Nanjing
4 Countermeasures to Promote Talent Advantage into Economic Advantage
According to promoting factors and hindering factors of Nanjing talent advantage into economic
advantage, to change the phenomenon of “talents are abundant, the economy lags behind” in Nanjing,
must improve work from industry, innovation, talent etc. Based on this, we put forward concrete
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countermeasures and Suggestions.
4.1 Scientifically planning and reasonably guiding: accurately grasping the work positioning of
government
As the main body to lead the objectives of economic development, on the one hand, the government
needs to handle the relation with the market, on the other hand, it also needs to combine the industrial
base and technological resource base in Nanjing, guide various types of capital and the input of
innovation factors, and effectively prevent repeated construction, homogeneous competition and the
cutthroat competition of talent introduction. On this basis, the government can work out the
development programs of relevant industrial talents, draft, revise and implement support policies for
technological innovation and the development of high-end talents, to accelerate the transformation of
talent advantage.
The government should take an active role of promotion in the process of building a platform for the
cooperation of and industry, university and research, and it needs to encourage the talents of each
university and research institute to do pioneering work, to directly transform technological achievements
into practical productive forces. In the form of “government set up the stage, universities and enterprises
build together”, the high-tech industries should be developed on the basis of the frontier subjects in
universities and institutes, in order to promote “the integration of four aspects”, which includes parks,
campuses, communities, and scenic areas, and to vigorously promote the research cooperation through
project operations.
The government should give full play to the role of public services, to build a public service platform for
markets to foster innovation and entrepreneurship of talents, technology development, human resource
development, risk investment financing, intangible capital training, experiment innovation, public
technical services, technological achievements exhibition, and technological property transactions, to
create a legal environment for the scientific development and the full right protection of talents. Another
countermeasure is to nurture talent service industry and create a market environment where the talent
market fully develops, to improve the matching efficiency of talents and resources. A multi-channel
mechanism should be established for the transformation of market-oriented technological achievements,
to accelerate the transformation and matching of incubation parks for the innovation and
entrepreneurship of universities, to provide effective services for these talents who possess scientific
achievements but unable to take on an enterprise.
4.2 Developing innovations and taking practice as foundation: bringing the dominant role of
economy into full play
Enterprises and institutions are the places where talents gather and the innovations are developed, and
the key to the transformation of talent advantage is the appropriateness and flexibility in use of talents.
Enterprises should be encouraged to establish R&D centers, strengthen the construction of R&D talents,
and accelerate the industrialization of research results. In the process of building a platform for the
cooperation of industry, university and research, people should comply with the idea of “innovation in
universities, entrepreneurship in the park”, in the project operation way of “the government set up the
stage, universities and enterprises building together”, adhering to the enterprises’ dominant role and
transforming on the spot. They should encourage enterprises to establish and develop various forms of
innovation and strategic alliances, to vigorously promote research and application of basic, industrially
common and strategic technology. The role of enterprises and institutions to gather talents and give play
to the dominant position of economy should be used to accelerate the transformation of talent advantage
of Nanjing into economic advantage, so that enterprises and institutions will eventually become the
subjects to transform technological innovation. Besides, the market operation with innovation and
entrepreneurship elements should be encouraged and guided, and business incubators should be set up
by introducing private capital, in order to fully promote to the establishment of venture investment
institutions and the intellectual property market.
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4.3 Market operation and high-end services: forming a multi-pattern of business incubation
Nanjing should promote a new model of talent entrepreneurship incubator in a market-oriented way, and
encourage various entities to build a diversified and new carrier for talent gathering as well as
innovation and entrepreneurship. It also needs to encourage and support universities, research institutes,
enterprises, scientists, investment companies, high-end services and other industries to development
some research institutes (parks) and so on. The relevant departments should actively dock with social
service resources as well as investment and financing institutions, for the purpose of establishment of
professional incubation service system. In addition, they should explore and promote the shareholding
incubator and market-oriented operation mechanism, to provide a good environment of hardware and
software for the talents and team of entrepreneurship.
4.4 Reforming institutions and innovating policies: promoting the rapid transformation of talent
advantage
The relevant departments should intensify reforms, actively innovate and implement the talent policies,
and constantly improve the institutional mechanism innovation by talent policies, striving for greater
progress on the construction of talent system. The useful experience at home and abroad should be taken
as lessons to develop, implement and continuously deepen the new policy system of innovation and
entrepreneurship, to fully promote the gathering of talents and the transformation of talent advantages to
practical productive forces. Besides, they should strengthen the talent policy research, policy innovation
and breakthroughs, and actively innovate and implement talent policies. More attention should be paid
to the construction of experimental zone for talent management and reform as well as a base for the
innovation and entrepreneurship of talents, exploring the establishment of vibrant research and
entrepreneurship mechanisms. Through specific policies, the relevant departments can get rid of the
shackles of institutional mechanisms on the way of innovation and entrepreneurship, and stimulate the
enthusiasm of talents’ innovation and entrepreneurship; they should provide a mature platform for
innovation and entrepreneurship as well as preferential policies and support conditions to attract talent
for innovation and entrepreneurship; they should also enact some incentive policies to maximizing
talents’ value and stimulate talents to innovate.
Acknowledgements:
We thank the financial supports from the National Nature Science Foundation of China (71372011) and
the Ministry of Education of the People’s Republic of China (12YJC630267, 20110009120009).
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