国际人才组织联合会：全球人才流动趋势与发展报告2025年

第一章世界主要国家人才竞争力指 一、世界主要国家人才竞争力评价指标体系构 二、世界主要国家人才竞争力评 三、中国人才竞争力的优劣势分 第二章全球人才流动现状与趋 一、全球人才流动相关概 二、全球人才跨区域流动现 三、全球人才跨领域流动持续加 第三章全球主要国家人才流动政策动 一、美 二、韩 三、瑞 四、日 五、中 六、德 第四章全球人才流动治理及相关建 一、全球人才流动中的国际组 二、全球人才流动国际治理的创新应对——国际人才组织联合 三、推动全球人才有序流动的相关建 一、国家竞争力理论与评价研究综 二、国家人才竞争力评价体系构建方 附件2研究机构及课题 2022年启动，首份报告在第五届虹桥国际经济论坛上发布。报告38个主要国家人才竞争力比较38106453个亚洲国家，全球人才流动趋势与发展报告25位，在人才作用发挥和体28，虽与前十30位，受高层次人才相对不足和人口就业基202541.221195063020241.733.04117020年间国际学生人数增长了两倍。 塑，数字人才需求呈现显著增长态势。世界经济论坛数据显示，2025-2030年需38G2019个成员GDP4万美元以上。382024GDP之和分别占全14项二级指标。全球人才流动趋势与发展报告全球人才流动趋势与发展报告2百万就业人员中科学研究人员数（人/百万就业人员”2项二级指标。是显示环境差距的主要指标。人才环境指标包括“PM2.5浓度（微克/立方米“人均二氧化碳排放量（吨/人500强（评分1000强（评分4（%（%（%”3（%（%（（%3同国家人才对经济增长的贡献作用（件/劳动力（%1.1力注：“WDI（WDI）2022年；“WIPOWIPO知识产权统计数据，WIPO2023年；“LIO”即联合国国际劳工组织（ILO）2024年；“财富”即《财富》2024500强企业完整榜单；“QS2025QS世界大学排名1000强榜单。1064310193038位则是土耳其、320位的国家竞争力指数差距相对较小，而美国的人才7.4倍，具体情况可参见图1.1。2022年的排名数据对比发现，部分国家排名出现显著变化，这种波动现 1.138（总体水平）的国际排序（折合百分制分1.2。

1.238（折合百分制（分6

1.338（折合百分制（分/立方米“人均二氧化碳排放量（吨/人500强（评分1000强（评分”四项指标中，美国位居首位，中国紧随其后。英国、法国、1.4。 1.438（折合百分制（分1.5。 1.538（折合百分制（分1.6 1.638（折合百分制（分58.43435.679分、22.05821.343

1.7（折合为百分制（分20352024断加速。据教育部数据，1978—2019年，423.17万人在完成学业后选择回国发86.28%；201958.03万人。2020年，当年留学回国发展人数首次超过当年出国留学人数，2021年，留学回国人员总量更是突破百万大关。2023年海外人才回流速度有所放缓，但保持了整体增长趋势。2024年，美国斯坦福大学中国经济研究中心发布的一篇报2018年后，离开美国的华裔科学75%2/390020212621人，其中大部分选择回到中国工作。30位，该指标表现存在阶段性压力。从202528位。数据显示，中国与美国、瑞典等20219月召开的中央人才工作会议强调，25位。数据显示，中国在人才效能指数,苗绿,郑金连.完善海外引进人才支持保障机制，赋能新质生产力发展[J].智库理论与实（2024-2035年》.(2025-01-19)./zhengce/202501/content_6999914.htm...[EB/OL].(2024-02-01)[2024-05-12].https:///yaowen/liebiao/202402/content_6929446.htm.）（2010-2020年Liszt强调了激励机制和智力开发，也即“人才资本”的重要性。1954年，彼得·德鲁克（PeterFDrucker）其《管理实践》中首次提出“人力资源”概念，并认为企要的因素。本报告所指人才在空间位置上的流动主要分为人才流出（流入.国际人才竞争战略[M].北京:党建读物出版社,.国际人才学概论[M].北京：中国人事出版社全球人才流动趋势与发展报告全球人才流动趋势与发展报告AB国学习或工作后，可能掌握了先进的技术知识或管理技A、B、C之间循环往返，使得三者不再是单纯的流出国与流2.1,乌云其其格.[EB/OL].（2012-04-27）[2022-10-07]20002024年的流动趋势，对全球人才跨区域流动现状进行初步分析。202541.221亿②，其中包含大量科技经济全球化在地缘冲突中持续展现韧性，全球贸易总值从1950年的630亿美202433万亿美元③5002090年代的经济奇迹40%GDP202153.2万长期移民，马克斯52%43%500强企业，2023117万张绿卡彰显其人才吸引力。④3个月以（InternationalOrganizationfor涉及工作型国际移民和学习型国际移民（即国际学生。②UNHCR中国.战争致流离失所人数创十年新高.[EB/OL].(2025-06-12)[2025-06-20].③贸发会议：202433万亿美元新高.,苗绿,郑金连.完善海外引进人才支持保障机制，赋能新质生产力发展[J].智库理论与实

国际移民人 国际移民占世界总人口百分 199520002005201020152020（年2.21995-2024资料来源：UNDESA:Internationalmigrantstock2024.AccessedJune国、德国等发达国家流动。20243.045,240万移民居首，主要来源国为墨西哥（1,085万、印度（272万）和中国（218万1,6801,370万移民，分别位列第二和第三。1,853万移民输出量居首，中国（1,170万、墨西哥（1,160万）紧随其民受到普遍欢迎。一是工作移民主要流向富裕国家。20191.69亿工作移62%，②北欧/西欧（4,100万、北美（3,700万、阿拉伯国家（2,40041.4%，性别失衡明显（1,990vs女420万570万而女66.2%移民从事基础服务业，但高技能竞争白热化。美国职业类移民签证（Employment-BasedPreference）2019①UNDESA:Internationalmigrantstock2024.AccessedJune5,②ILO.ILOGlobalEstimatesonInternationalMigrantWorkersResultsandMethodology,77%（24%，俄罗斯2.3按性别分列的工作移民地理分布情况资料来源：IOM.WorldMigrationReport2024.20002112022686万人，2019量尽管总体保持增长态势，但增速明显下降。2020-2022年国际学生平均增速为4.1%20196.7%，也低于全球高等教育学生整体增速水平。.（20242025）.北京:社会科学文献出版社教育部留学服务中心.2025.北京:中国言实出版社 2.42017—2022资料来源：UNESCO.Numberandratesofinternationalmobilestudents[EB/OL].[2025-02-15].2018202260%2022万和62.215.3%和9.1%来自中等收入国家国际学生数 来自中等收入国家国际学生占

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2.52017—2022资料来源：UNESCO.Numberandratesofinternationalmobilestudents[EB/OL].[2025-02-15].国际学生的留学目的地主要在高收入国家或地区。2017年以来，在高收入国家或地区留学的国际学生一直占国际学生总数的75%以上，但占比呈现逐步13.8%9.8%。高收入国家接收国际学生数 高收入国家接收国际学生占比

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481107351381124904449

2.62017—2022资料来源：UNESCO.Numberandratesofinternationalmobilestudents[EB/OL].[2025-02-15].OECD国家，国际学生与本国学生在选择专业领域时表OECD19%STEM专业。从国际学生就读的学25%。202138.1202553.9GDP45%。①世界经济论坛数据显示，2025-203020的岗位中，多数与术对职业生态的重塑效应——麦肯锡预测，203030%职1.3亿个新就业岗位。③2.12025-203020资料来源：世界经济论坛TheFutureofJobsReport.(2022)》[R/OL].（2022-7-29）[2022-10-TheFutureofJobsReport2025[R/OL].2025-01）[2025-03-26].③10McKinseyGlobalInstitute.GenerativeAIandthefutureofworkinAmerica.[EB/OL].(2023-07-26)[2025-20221月，美国国土安全部正式发布了《SM领域指定学科项目列表22SM学科领域，包括生物能源、环境地球科学、数据科学、计算社会科学等。20232024/青少年心理学，地理空间情报，人口学与人口研究，环境/自然资源经济学等专业。这一更新涵盖了多个新兴技术学科和交叉学科，旨在让更多学生享受到SM2022SM专业人2022NtionlIntrstiverNSNWSM领域的专业人士和企业家全球人才流动趋势与发展报告全球人才流动趋势与发展报告24STEMOPT延期。并且如果学生在未来又获得了符合条件STEM24STEMOPT。①相关命令数量的最高纪录。这些行政命令包括《保护美国人民免受入侵》InvasionH-1B（专业人士）雇主的合规审查等。签证申请流程将引入更严格的加强审查（nhndvttingRquestforEvidnRFE2025618所有申请学生签证的留学生必须将本人的社交媒体账号设置为公开状态以便美领事馆官员审查其反对美国政府、文化、理念的言论。OPT1224STEM行业人力短缺。H-1BFDNS（FraudDetectionandNational,蒋京蓉，张宇轩.北美洲热门留学国家的留学现状分析[M]欧美同学会（中国留学人员联谊会），全球化智库（CCG）.中国留学发展报告（20242025）.北京:社会科学文献出版社,2025:51-54.②FederalRegister.2025DonaldJ.TrumpExecutiveOrders[EB/OL].[2025-03-2025年实韩就业。因此，韩国政府在政策上大力支持国际学生赴韩学习。2023816日，韩国中央政府公布了新的”留学生教育竞争力提升方案“（StudyKorea300KProject要求。202373D-22,600万韩元，申请语言学习签证（D-4）1,300①Im,J.Y.HowtheTrump2.0ImmigrationPolicyWillImpactTechEmployers[EB/OL].(2025-03-03)[2025-03-28].https:///en/news-insights/how-the-trump-immigration-policy-will-impact-tech-②McLaughlin,R.H-1BPrevailingWageChangesUnderTrump:WhatEmployersNeedtoKnow[EB/OL].(2025-03-20)[2025-03-28].https:///blog/prevailing-wage-changes-under-trump/.,王赵琼宇.亚洲洲热门留学国家的留学现状分析[M]欧美同学会（中国留学人员联谊会），全球化智库（CCG）.中国留学发展报告（20242025）.北京:社会科学文献出版社,2025:134-135.30小时员办理长期E-7-454年；最后，政府也2024年起启动新一轮移民制度改革，申请在韩国永居。①①Koh,H.J.‚Top-tier’visaseekstowooforeigntalenttohigh-techsectors[EB/OL].(2025-03-06)[2025-04-瑞典移民局以一系列官方条例构建了覆盖“入境—在学—毕业后过渡”的留学生管理体系。完成至少两学期课程的国际学生，可依据《ResidencePermittoSeekEmploymentafterStudiesinSweden12个月的求职／创业居留，44年全①Lim,J.W.Gov’tlaunchesnew‚regional,‘top-tier’visaprogramaspartofimmigrationoverhaul[EB/OL].(2025-04-02)[2025-04-10]./news/2025-04-02/national/socialAffairs/Govt-②ResidencePermitforHigherEducationhttps://www.migrationsverket.se/en/you-want-to-apply/study/higher-瑞郎以上的生活保障并持有医疗保险。①20231180%202428480瑞郎，202529680瑞郎，以遏制“薪酬倾（2021/1883202511.25倍，并20255年延长8年，并新增“诚实生活”2026年生效，显示政策重心（SSW14④14（SS（TITP）①Lookforworkorstartabusinesshttps://www.migrationsverket.se/en/you-want-to-apply/work/look-for-②Inter-agencyinitiativetoattractandretaininternationalexpertisehttps://www.government.se/press-③StudyinJapan.JobsandCareersinJapan[EB/OL].[2024-09-02].https://www.studyinjapan.go.jp/en/work-in-④JapanNews.JapantoacceptmoreworkersfromCentralAsia[EB/OL].(2022-12-18)[2025-03-07].https://japannews.yomiuri.co.jp/society/general-news/20221218-78210/;TheEconomist.JapanandSouthKoreaareallowinginsomeforeignworkers[EB/OL].(2022-11-03)[2025-03-07].的核心人才供给国。其中，SSW签证面向已完成职业培训的中低技能劳动者，允许其短期居留务工，TITP则通过技能培训帮助发展中国家劳动者获取特殊技（J-（J-Skip20242月启动了留学生“就业特①MinistryofForeignAffairsofJapan[MOFA].WhatistheSSW?[EB/OL].(2019-XX-XX)[2025-03-07].,苗绿,郑金连.完善海外引进人才支持保障机制，赋能新质生产力发展[J].智库理论与实③TheGovernmentofJapan[JapanGov].J-MIRAI–Japan-MobilityandInternationalization:Re-engagingandAcceleratingInitiativeforfuturegenerations[EB/OL].(2023-04-27)[2025-03-07].https://www.cas.go.jp/jp/seisaku/kyouikumirai/pdf/230427jmirai.pdf;Akimoto,D.CanJapanBoostItsForeignStudentsCountto400,000?[EB/OL].(2024-05-16)[2025-03-07]./2024/05/can-japan-《国家中长期人才发展规划纲要(2010－2020年)》提出，加大引进国外智力外国人才管理体制改革取得重大进展。20166月，中国加入国际移民组织，然选择。20183月，全国人大通过国务院机构改革方案，正式组建国家移民外人才。20192准”等技术移民方面的举措。20208（北京）自由贸易试验区总体方2035“探索建立技术,苗绿,郑金连.完善海外引进人才支持保障机制，赋能新质生产力发展[J].智库理论与实202562405524个省（区、市）60个开放口岸中的任一口岸免签10202569日，20206②20219“培养具有国际竞争力的青年科技人才后备军……加大人才对外开放力度…….20228.教育部等八部门印发意见，加快和扩大新时代教育对外开放[N].人民日报2020-06-2025（2024－2035年》2020年初生效，该法旨在放宽对非欧盟籍技术人士其有资格的相关职业。①4年6个月。②一步扩展了政策的具体措施和适用范围。20231018日起,推出了新版“欧②Fachkräfteeinwanderungsgesetzvom15.August2019.[2022-10-10].1945年，在国际移民治理方面主要有两方面贡献：一是建立国际劳工组织（InternationalLabourOrganization，ILO）是以国际劳工标准①UnitedNations.AbouttheUN.Availableat:https:///en/about-全球人才流动趋势与发展报告全球人才流动趋势与发展报告①（I2014年推出公平招聘倡议FirRruitmntInitiative201年开始了第二阶段，通过加强、交流和传播有关国家和国际招聘流程，改善法律、政策和执法以促进公平招聘，限监管，防止人口贩运与强迫劳动。②除了搭建对话平台以外，国际劳工组织还深入实施具体项目，加强成员国与成员国之间国际劳务移民治理的能力。例如，20202023）的“南亚与东南亚劳务移民治理（GovrnneofLbourMigrtioninSouthndouthEstAsi，OAS”项目。通过改善双边劳动协议（BLA202311月,ILO300多家合作伙⑤2024121日，ILO②InternationallabourOrganization.FairRecruitmentInitiative.[2022-9-30].③InternationallabourOrganization.GovernanceofLabourMigrationinSouthandSouth-EastAsia(GOALS).（/about）⑤InternationalLabourOrganization.Resolutionconcerningajusttransitiontowardsenvironmentallysustainableeconomiesandsocietiesforall.[2023-6-16].20212024年间与海合会国家在对移民工人的社会保障覆盖上取得阶段75%95%劳动力的南亚-海区走廊推动包容性（ICEM，19892018二是帮助移民应对大型传染性疾病。2021年，国际移民组织通过了新的新①根据国际劳工组织官网（https://www./projects-and-partnerships/projects/stream-extending-social-（/）（70迫移民工人劳动等方式来解决不道德的招聘问题。③①InternationalOrganizationforMigration.IOMLaunchesGlobalPolicyNetworktoPromoteEthicalRecruitment.（2020-12-3)[2022-9-28]./news/iom-launches-global-policy-network-promote-（https://www./iom-innovation-facility-fostering-transformative-solutions）整③InternationalOrganizationforMigration.IOMandSustainableHospitalityAllianceLaunchMulti-YearPartnershiptoPromoteEthicalRecruitment,ProtectMigrantWorkersinTourism.(2021-7-30)[2022-9-（/）年起每年发布2-3观层面的效应与影响，揭示了国际移民及汇款对全球经济的积极贡献。20254的技能。GSPs通过由输出国和输入国共同投资输出国的教育与培训体系，既提（OrganizationforEconomicCo-operationandDevelopment（OECD依据。④经合组织（OECD）20236月所发起的“数字技能战略”。其旨在（/en/news/tbb-and-iom-launch-pioneering-initiative-expand-labour-（/）（/2025/04/22/world-bank-publishes-guidance-on-global-（/）2023管障碍，并将服务贸易与国家发展目标相衔接。②而国际红十字协会则重点关注2024年通过了《2024–2030年红十字（https://www./en/publications/providing-local-actors-with-case-②WorldTradeOrganization&WorldBankGroup.Tradeinservicefordevelopment.[2023].（https:///document/migration-strategy-international-red-cross-and-2023年，欧盟委员会借“欧洲技能年”契机提出“技能与人才流动一揽子ERATalents计划，③旨在加强科研人员的跨部门流动与丽・居里学者计划）http://ec.europa.eu/dgs/home-②EuropeanCommission,Directorate-GeneralforMigrationandHomeAffairs.EUBlueCard(overviewofthereviseddirective).[2023-11-18].③EuropeanCommission,Directorate-GeneralforMigrationandHomeAffairs.EUBlueCard(overviewofthereviseddirective).[2023-11-18].（ACMW，ACMW在2023的宣言》②及其配套指南，将技能标准协调、终身学习与数字技能强化列为成员GoDigitlN2③AI2024④跨境人才流动提供制度保障。同年在南宁召开的亚太数字人才峰会进一步强调AI核心技能的重要性，通过公私伙伴合作倡议扩展区域培训及流动机制。综合AI①ASEAN.StatementoftheEstablishmentoftheASEANCommitteeontheImplementationoftheASEANDeclarationontheProtectionandPromotionoftheRightsofMigrantWorkers.[2022-9-30].②ASEAN.ASEANDeclarationonPromotingCompetitiveness,ResilienceandAgilityofWorkersfortheFutureofWorkanditsGuidanceDocument.[2023-9-5].③TheAsiaFoundation.GoDigitalASEAN2.[2023-6-1].④ASEAN.VientianeDeclarationonSkillsMobility,RecognitionandDevelopmentforMigrantWorkers.[2024-第四，人工智能与数字化变革衍生的“算法壁垒”及数据主权诉求，客观上①HuiyaoWang,AlistairMichieEditors.ConsensusorConflict?ChinaandGlobalizationinthe21stCentury[M].Springer.2021:201..国际人才学概论[M].北京：中国人事出版社2020：208-11月，在第三届巴黎和平论坛上，国际人才组织联合会举行了成立仪式。成“疫情下的全球人才流动”2023年在澳门举（20221（TheGlobalCompetitivenessReport)。①本部分内容部分摘自：桂昭明，王辉耀.No.1[M].1全球人才流动趋势与发展报告全球人才流动趋势与发展报告（InternationalInstituteforManagementDevelopment,IMD发布的国家经济竞争力年度研究报告，198964个经济体，根据可比、可用国际统计数333项竞争力标准对国家竞争力进行排名，这些标准是利用经济文献、国际、2004141①IMD.WorldCompetitivenessRanking.[2022-09-21].https://www./centers/world-competitiveness-②TheWorldEconomicForum.GlobalCompetitivenessReport.[2022-09-21].（1）（2）（3）当前知名的人才竞争力指数有全球人才竞争力指数（GlobalTalentIndex，GTCIGTCI（投入端四个，5.12021GTCIGTCI2023202269个，以期3①INSEADResearch&LearningHub.THEGLOBALTALENTCOMPETITIVENESSINDEX市场需求的能力。IMD世界人才排行榜的数据标准统一使用《IMD世界竞争力0100的数值呈现出来。5.1资料来源：IMDWorldTalentRanking.https:///centers/world-competitiveness-Ji=∑Bk∗其中，Ji为不同国家的人才竞争力，Bk为一、二层级等各项指标（指数Qk为分别对应一、二级指标（指数）的权重。k层次分析法（AHP）T.L.Satty2070年代提出的一13二层次的指标（指数）1-13的比例标度，将专家xi−minXi= maxxi−min 为保持指数整体的同向性（越大越好

maxxi−Xi= maxxi−min 其中，Xi为标准化后的指数，xi为原始值，i为国家代码，nInt[1,38]382）202011 绿郑金连 张伟 王佳 张瑞时 李浩 董思廷林兆 （CCG©国际人才组织联合会（AGTO）2025版权所有。IntroductionandKey Chapter1:TheTalentCompetitivenessIndexforMajor BuildingaTalentCompetitivenessEvaluationIndexforMajor EvaluationofTalentCompetitivenessforMajor China’sStrengthsandWeaknessesinTalent Chapter2:ThePresentStatusandTrendsinGlobalTalent ConceptsofGlobalTalent TheCurrentStatusofGlobalTalentFlowsacross Theglobalcross-sectormobilityoftalentcontinuesto Chapter3:PolicyTrendsandGlobalTalent Republicof Chapter4:GlobalTalentFlowGovernance:Suggestionsfor TheRoleofInternationalOrganizationsinGlobalTalent TheAllianceofGlobalTalentOrganizations:AnInnovativeResponsetoInternationalGovernanceofGlobalTalent SuggestionsonPromotinganOrderlyFlowofGlobal Appendix1:TheoriesandModelsRelatedtoGlobalTalent AnOverviewofTheoriesandEvaluationsofNational BuildingaNationalTalentCompetitivenessEvaluation Appendix2:ResearchInstitutionsandResearch IntroductionandKeyTalentservesasacrucialassetfornationalrejuvenationandglobalcompetitiveness,playingapivotalpartinChina'smodernizationefforts.Notwithstandingthegrowingcomplexityoftheinternationallandscape,thecross-bordermovementoftalenthasremainedresilient.Conversely,thedevelopmentalimpetuscreatedbytalentinfluxeshascompellednationstoimplementspecificpolicyinitiativestodrawtherequisitehumanresources.Initiatedin2022,thecurrentreport—initiallypresentedatthe5thHongqiaoInternationalEconomicForum—pursuestheadvancementofanopenframeworkfortalentmobilityasitsprimaryaim.Itcreatesasuccinctandimpartialassessmentapproachtocomprehensivelyexaminethepresentconditionandemergingtrendsofglobaltalentmobility,contrastingthetalentcompetitivenessof38keynations,astheoftheworld’stotalGDP,weclaimthattheevaluationgivesarealisticoverviewofglobaltalentcompetitiveness.Thereportanalyzestheestablishmentofaglobaldialoguemechanismfortalentcooperation,aimstofostercross-nationalexchangesanddisseminatebestpracticestodevelopinclusiveandeffectivegovernancesolutionsforglobaltalentflows,therebyprovidinganinternationalpublicgood.Ultimately,itaimstoestablishanewglobalframeworkfortalentgovernancefoundedonconsultation,collaborativecontribution,andmutualbenefits,thereforeimprovingequity,coordination,andinclusivityintalentmobility.KeyconclusionsoftheTheUnitedStatescontinuestobetheleaderintalentcompetition;nevertheless,thelocusoftalentistransitioningfromEuropeandNorthAmericatoAsiaThereport'scompositeindexindicatesthattheUnitedStatesrankstopintalentcompetitiveness,followedbytheRepublicofKorea,Sweden,Japan,China,Germany,Singapore,Belgium,andSwitzerland.Ofthetop10economies,sixarefromEuropeorNorthAmerica,whilefourarefromAsia,withthreeAsiannationspositionedwithinthetopfive,indicatingaprogressiveeastwardshiftintheglobaltalentcenter.GlobalTalentFlow:TrendsandProspectsandtheUnitedStatespossessdistinctadvantagesintermsoftalentscale.TheRepublicofKorea,Canada,andSwedenrankasthetopthreenationsintalentquality.Simultaneously,becausethetalentqualityindicatorsemphasizeperformancesonapercapitabasis,rapidlydevelopingeconomieswithbiggerlaborforces,suchasIndia,China,Indonesia,andBrazil,exhibitworseperformances.TheUnitedStatesandChinathriveintermsoftalentenvironment,whereastheUnitedStates,Israel,andSwedenareattheforefrontoftalentinput.Singaporeoccupiesthetoppositionintalentperformance,closelyfollowedbytheRepublicofKorea.Conversely,Chile,SouthAfrica,andIndonesiahaverelativeweaknessinthiscategory.ChinaexhibitssignificantstrengthsintalentscaleandtalentenvironmentwhiledemonstratingrelativelypotentialforenhancementinotherareasOutofthefiveindicators,Chinascoredthehighestintalentscale,followedbytalentenvironment,talentinput,talentperformance,andtalentquality.Chinaoccupiesthefifthpositionoverall,behindtheUnitedStates,theRepublicofKorea,Sweden,andJapan,stillfallingshortofitseconomicsignificance.However,itranksfirstinthetalentscaleindicatorandsecondintalentenvironment,highlightingaccomplishmentsinbothwork-platformdevelopmentandlivingconditions.Chinaranks25thintalentperformance,signifyingpotentialinoptimizingtalentcontributionsandinstitutionalimprovement.Chinaispositioned28thintalentinput—trailingthetopdecilebutrelativelyclosertosomeotherdevelopingcountries,demonstratingpotentialforgrowthintotalexpenditures.Intalentquality,Chinaranksthe30th,whichisindicativeoftheinterplaybetweenasubstantiallaborforcedenominatorandaninadequatepercapitasupplyofhigh-leveltalent.Regionaltalentflowsareincreasinginmagnitudeanddiversityintrajectory,influencedbygeopoliticalfactorsandeconomicprogressByApril2025,theglobaldisplacedpopulationhadattained122.1million,includinganotablecontingentofcrossbordermigratingscientificandtechnologytalents.Simultaneously,worldwidemerchandisecommerceexpandedfrom$63billion(USdollars)in1950to$33trillion(USdollars)in2024,henceincreasingthedemandforskilledprofessionals.AccordingtoUnitedNationsdata,thenumberofinternationalmigrantsrosefrom173millionin2000to304millionin2024,primarilymigratingIntroductionandKeyreceivingmorethan52.4millionmigrants,whileIndiaandChinaarethelargestsourcecountries,with18.53millionand11.70millionmigrants,respectively.TheMexico-to-UnitedStatescorridoristhelargestmigrationroute,whiletheIndia-to-UnitedStatesandChina-to-UnitedStatesroutesaretheprimarygatewaysforeconomicmigrants.Intermsofimmigrationstructure,labormigrantsarethemainstream,concentratedinhigh-incomecountriesandemergingmarketservicesectors.High-skilledtechnicalimmigrantshavebecomethefocalpointofpolicycompetitionamongcountries.Internationalstudents,sometimestermed"proto-talents,"havetripledinnumberoverthelasttwodecadesandareeagerlysoughtafterbyhostcountries.ThegrowthoftheglobaldigitaleconomyiselevatingtheneedfordigitalAcceleratedinnovationandprofoundintegrationofdigitaltechnologyaretransformingeconomicrivalryandoccupationalframeworksglobally.TheWorldEconomicForumindicatesthatthemajorityofthe20fastestgrowingjobsprojectedfor2025–30isdigitaltechnologyrelated.Theglobaldigitaleconomyisanticipatedtoexpandfrom$38.1trillion(USdollars)in2021to$53.9trillion(USdollars)by2025,representingalmost45percentofglobalGDP.Whileautomationmayreplace30percentofexistingjobs,itisanticipatedtogenerate130millionnewroles,highlightingsignificantemploymenttransformationswithinanewproductivityPolicyRecommendationsforSystematicGlobalTalentFirstly,measuresshouldbetakentodeepentheunderstandingofthevalueoftalentmobility.Thesharedpursuitofabetterlifebycountrieshasdriventhecross-borderandcross-sectormovementoftalent,continuouslypromotingtheflowofimmigranttalent,internationalstudents,andothergroups,whichhelpsenhanceunderstanding,fostermutualtrust,andsupporthigh-qualitydevelopment.Secondly,promotingtalentmobilitythroughhigh-levelopennessisimportant.Thefreeandcomprehensivedevelopmentoftalentcannotbeachievedwithoutamoreopenglobalenvironment,andopennesshelpsbreakdownbarrierstomobilityandenhancemutualtrust.Thirdly,expandingmulti-levelplatformsfortalentexchangeanddialogueisalsocritical.Amulti-levelinstitutionalizedinternationaltalentexchangemechanismshouldbebuilt,andplatformssuchastheGlobalTalentSummitshouldbeusedtoGlobalGlobalTalentFlow:TrendsandProspectspolicycoordination,resourcesharing,andtheachievementofglobalconsensus,improvingthefairness,coordination,andinclusivenessoftalentmobility.Fourthly,countriesandinstitutionsshouldadvancethediversificationanddigitalizationoftalentmobilitygovernanceplatforms.Globaltalentmobilityshowstrendsofregionaldiversificationandcross-sectorconvergence,andgovernanceplatformsshouldemphasizefairness,diverseparticipation,unifiedrules,anddigitalmeans.Fifthly,afocusshouldbeplacedonbuildingadata-drivenglobalskillsrecognitionandtalentmobilitygovernancesystem.Aglobalskillsobservationmechanismshouldbeestablished,mutualrecognitionofmicro-certificationsandacademicqualificationsshouldbepromoted,andadigitalcertificationsystemshouldbedevelopedtoprovideinstitutionalguaranteesforthecross-regionalandcross-sectormobilityofglobalChapter1:TheTalentCompetitivenessIndexforMajorCountriesThispartattemptstocreateaTalentCompetitivenessEvaluationIndexforMajorCountriesthatissimple,predictable,andinternationallytransferableinordertoevaluatetheleveloftalentcompetitivenessinmajorcountriesandfurtheranalyzethestrengthsandweaknessesofChina’stalentcompetitiveness.BuildingaTalentCompetitivenessEvaluationIndexforMajorCountriesWhatTalentCompetitivenessTalentcompetitivenessevaluatesacountry’sabilityinattracting,cultivating,sustaining,andutilizingtalentinthecontextofglobalsocio-economicdevelopmentandthesubsequenttalentflowsthatfollowthisphenomenon.38countriesarecoveredbythisevaluation,includingChina,thesevenmajorindustrializedcountries(G7),and19countriesfromeconomiccooperationgroupsmainlycorrespondingtoG20members,excludingtheEUandAfricanUnionduetooverlappingmembershipwithG7andG20countries.AsidefromIndia,IndonesiaandSouthAfrica,thevastmajorityofcountriesinthesamplehavepopulationsexceeding10millionandper-capitaGDPlevelsabove$10,000.Countrieswithpopulationsbetween5millionand10milliongenerallyhaveper-capitaGDPabove$40,000.Asthecountriescoveredbythisevaluationaccountfor65%oftheworld’spopulationand89%oftheworld’stotalGDP,weclaimthattheevaluationgivesarealisticoverviewofglobaltalentcompetitiveness. TheTalentCompetitivenessEvaluationIndexforMajorCountriesusesdataGlobalGlobalTalentFlow:TrendsandProspectsChapterChapter1:TheTalentCompetitivenessIndexforMajorWorldBank’sWorldDevelopmentIndicators(WDI)database,theWorldIntellectualPropertyOrganizationWIPOIntellectualPropertyStatisticsdatabase,theILOdatabaseoftheUnitedNationsInternationalLabourOrganization,theFortuneMagazine2024listofthetop500companiesintheworld,andthe2025QSWorldUniversityRankingsTop1000list.SomedatareflectingsituationsinindividualcountriesaremissingfromthesedatabasesandwillbesupplementedbydatafromthestatisticalagenciesofeachTheTalentCompetitivenessEvaluationIndexforMajorCountriescoversfiveprimaryindicatorsoftalent(scale,quality,environment,input,andperformance)and14secondaryindicators.Scaleindicatorsmeasuretheabsolutegapinthenumberofhigh-leveltalentresourcesindifferentcountries,reflectingtheabsolutenumberofdifferenttypesofhigh-leveltalentresourcesandreflectingthescaleeffectoftalent.Talentscaleindicatorsincludetwosecondaryindicators,namely,“Numberoftheworking-agepeoplewithadvancededucation”(thousands)and“NumberofresearchersinR&D”.Qualityindicatorsmeasuretherelativequantitydifferenceofhigh-leveltalentresourcesindifferentcountries.Talentqualityfeaturestwosecondaryindicators,namely,“Numberofpeoplewithadvancededucationpermillionworking-agepeople”and“NumberofresearchersinR&Dpermillionpositions”.Environmentindicatorsmeasurethestrengthsandweaknessesoftalentresourcesindifferentcountriesintermsofliving,working,andlearningenvironments,andserveasthemainindicatorofenvironmentalgaps.Talentenvironmentindicatorsincludefoursecondaryindicators,namely,“PM2.5meanannualexposure(µg/m³)”,“FortuneGlobaltop500(proportion)”,“QStop1000(percentage)”and“CO2emissionspercapita(t/person)”.Inputindicatorsmeasurethestrengthsandweaknessesofdifferentcountriesintermsoftalentsecurityandtalentpotentialandarethemainindicatorsofthemomentumoftalentcompetitiveness.Talentinvestmentindicatorsincludethreesecondaryindicators,namely,“ShareofpubliceducationexpenditureinGDP(%)”,“ShareofresearchanddevelopmentexpenditureinGDP(%)”and“Currenthealth(%)”reflectsandmeasuresthestrengthandleveloffinancialexpenditureoneducationindifferentcountriestoimprovetheoverallqualityofthenationandcultivatepotentialhumanresources,indicatingthestrategiclevelandpolicysupportofthecountryindevelopmentofhumanresources.“ShareofresearchanddevelopmentexpenditureinGDP(%)”reflectsandmeasuresthestrengthandleveloffinancialR&Dexpenditureofdifferentcountriesinencouraginginnovationandcreativity,demonstratedintheinscienceandtechnology.“CurrenthealthexpenditureinGDP(%)”reflectsthecountry'stotalinvestmentinhealthcarewiththegoalofenhancingthephysicalhealthofthepopulationandprovidinggoodhealthcareservicesandsocialsecurityforthetalentpool.Performanceindicatorsmeasurethestrengthsandweaknessesofdifferentcountriesintermsoftalentuseandtalentoutputandarethemainindicatorsoftheeffectivenessoftalentdevelopment.Talentperformanceindicatorsincludethreesecondaryindicators,namely,“Labourproductivity(GDPperemployment)”,“Numberofactivepatentspercapitainthelabourforce(patents/10,000working-agepeople)”,“Proportionofvalueaddedinmediumandhigh-techmanufacturingtototalmanufacturingvalueadded(%)”.“Labourproductivity(GDPperemployment)”reflectsthecontributiontalentmadetoeconomicgrowthindifferentcountries,while“Numberofactivepatentspercapitainthelabourforce(patents/10,000working-agepeople)”reflectsthecontributionmadebythetalentpoolinscienceandtechnologyinnovationaswellasthestrengthandqualityoftalentinnovationindifferentcountries.“Proportionofvalueaddedinmediumandhigh-techmanufacturingtototalmanufacturingvalueadded(%)”reflectstheuseoftalentresourcesandtheextentoftheirrole.Thethreesecondaryindicatorsdirectlymeasuretheefficiencyinapplyingtalentindifferentcountriesandindirectlymeasureacountry’spolicyandenvironmentaleffectsontalent.TheTalentCompetitivenessEvaluationIndexforMajorCountriesusestheAnalyticHierarchyProcess(AHP)todeterminetheweightingofeachsecondaryTable1.1DesignofthetalentcompetitivenessevaluationindexformajorSecondaryDataNumberoftheworking-peoplewithadvancededucati