Workshop on the International Mobility of Researchers 28 March 2007 Paris, France

International Mobility of HRST in China: --Barriers and Policy Implications Mu Rongping Institute of Policy and Management Chinese Academy of Sciences

时间：2007-3-21

Outline I. Development of HRST in China 1. Change in R&D Personnel of China 2. Education for HRST Development 3. International Comparison on Performance of HRST

II. International Mobility of HRST in China 1. Flow of Oversea Chinese Talents into China 2. Mode for Oversea Scholars to Interact with Chinese 3. Impact of Returnees on China Development

III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China 2. Encouraging Oversea Chinese Scholars to Serve China 3. Promoting the Mobility of HRST in China

I. Development of HRST in China 1. Change in R&D Personnel of China (1) The R&D personnel has increased very fast since 1998 Million FT Es

%

1.4

100

1.2

95 90

R&D P ersonnel

85

1.0

80 75 70

0.8 0.6

65

0.4

60 55

0.2

50 1995

1996

1997

1998

1999

2000

2001

2002

2003

2004

Scient ist s & Engineers P ercent age of S& E in R&D P ersonnel

2005

Fig. 1-1 Total number of R&D personnel and S&E in China (1995~2005)

(2) The structure of R&D personnel has changed obviously since 1998 The distribution of China’s R&D personnel and S&E has experienced tremendous changes, particularly since 1998 when the reforms of governmental administrative system and the transformation of government research institutes started. 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

others* enterprises higher education research institutes

2000

2001

2002

2003

2004

2005

Fig. 1-2 R&D personnel by sector of performance (2000-2005)

(3) There is a rapid growth of R&D personnel in experimental development in China since 1998. Million（FTE） Total Number of R&D Personnel 1.6 Applied Research 1.4

Basic Research Experimental Development

1.2 1 0.8 0.6 0.4 0.2 0 1995

1996

1997

1998

1999

2000

2001

2002

2003

2004

Fig. 1-3 China’s R&D personnel by type of activity (1995-2005)

2005

(4) R&D personnel in eastern region increase faster than in others The R&D personnel of China are mainly concentrated in the eastern region, especially in Beijing, Jiangsu, Guangdong, Zhejiang, Shandong, and Shanghai. The R&D personnel and S&E of above six provinces and municipalities in 2005 accounted for 48.1% and 48.2% of the national total respectively. However, the R&D personnel distributed in Sichuan and Shaanxi in the western region, Hubei in the central region also ranked among top ten provinces/municipalities of China according to quantity of R&D personnel. The gap in the number of R&D personnel in the eastern, central, and western regions is further widening because of different annual growth rate of R&D personnel in these regions.

2. Education for HRST Development

Million persons 18 16 14 12 10 8 6 4 2 0 1995 1996

Undergraduate-Enrollments undergraduate-entrants Graduates

1997

1998

1999

2000

2001

2002

2003

2004

Fig.1-4 The numbers of undergraduate-entrants, undergraduate-enrollments and graduates in regular higher education institutions (1995-2005)

2005

2. Education for HRST Development

Million persons 1.6

Engineering

Science

1.4

Agriculture

Total

Medicine

1.2 1 0.8 0.6 0.4 0.2 0 1995

1996

1997

1998

1999

2000

2001

2002

2003

2004

Fig.1-5 Graduates in natural sciences and engineering technologies in regular higher education institutions by field of study (1998-2005)

2005

2. Education for HRST Development 1995

2000

7%

11%

12%

6%

18%

21%

60%

Engineering

Science

Medicine

65%

Engineering

Agriculture

Science

2001 11%

Medicine

Agriculture

2005

5%

13%

5%

11%

21% 63%

Engineering

Science

Medicine

Agriculture

71%

Engineering

Science

Medicine

Agriculture

Fig 1-6 Graduates in natural sciences and engineering technologies

2. Education for HRST Development

1995 13%

2005 17%

22%

20%

5% 6%

57%

60%

Science

Engineering

Agriculture

Medicine

Science

Engineering

Agriculture

Medicine

Fig 1-7 Graduate-Entrants in Natural Sciences and Engineering Technologies

3. International Comparison on Performance of HRST 700 600 500 400 300 200

USA

United kingdom

Fig1-9 Resident Invention Patent Applications per 103 Researchers in R&D in 2004

Switzerland

Sweden

Singapore

R.Korea

Netherlands

Japan

Italy

Germany

France

Finland

Denmark

China

Canada

Austria

0

Belgium

100

3. International Comparison on Performance of HRST 120 100 80 60 40

USA

United kingdom

Fig 1-10 PCT patent applications per thousand researchers in R&D in 2004

Switzerland

Sweden

Singapore

R.Korea

Netherlands

Japan

Italy

Germany

France

Finland

Denmark

China

Canada

Austria

0

Belgium

20

3. International Comparison on Performance of HRST 400 350 300 250 200 150 100

USA

Switzerland

United kingdom

Fig 1-11 S&T Journal Articles per thousand researchers in R&D in 2004

Sweden

Singapore

R.Korea

Netherlands

Japan

Italy

Germany

France

Finland

Denmark

China

Canada

Austria

0

Belgium

50

3. International Comparison on Performance of HRST Productivity of HRST in China is much lower than that of in US, in terms of citations. Total citations (1997-2001)

China: United States:

0.34 million 11 million

Citations per $million GDP

China: United States:

0.05 1

Citations per $million R&D expenditure

China: United States:

4 36

Citations per R&D personnel

China: United States:

0.3 9

Data partly from David King, Nature 430:311 (2004)

II. International Mobility of HRST in China 1. Flow of Oversea Chinese Talents into China There is a great success in attracting offshore talents to serve China since late 1990s. According to foreign expert affairs, there were 500600 oversea talents flowing to China annually in 1970s, and 60 thousand in 1990s. After access to WTO, there were more than 220 thousands oversea talents flowing to China annually. During the period of 2003 to 2004, there were about 480 thousand foreign experts, 290 thousand experts from Hong Kong, Macao and Taiwan came to mainland China for work, and about 80 thousand people trained abroad. However, there is still serious brain drain in China.

Number of Returned Student from 1978-2005

David Zweig，“the Mobility of Chinese Human Capital: The View from the United States”, paper for Conference on “The Movement of Global Talent”，Princeton University, 7-8 December 2006

Flow of Oversea Chinese Students into China overseas Chinese students returned students return/abroad 125.2 117.3

T housand persons 140 120

% 45 118.5 114.7

35

100

30

84.0

80

25 20

60 35.0

39.0

40 20

40

23.7 22.4 20.9 17.6 6.6 7.4 7.7 7.1 5.8

20.4

9.1

12.2

17.9

20.2

15 10

24.7

5 0

0 1995

1996

1997

1998

1999

2000

2001

2002

2003

2004

2005

Fig 1-8 Overseas Chinese Students and Returned Students (1994-2005)

2. Impact of Returnees on China’s Development

3. Mode for Oversea Scholars to Interact with Chinese

III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China The S&T talents tend to flow into large cities or developed regions, but not to less developed regions S&T personnel stampede into relatively developed metropolis and provinces such as Beijing, Shanghai, Shenzhen, and Guangdong, while inland cities especially western cities suffer scarcity of S&T talents. Usually, the first choice for graduates to seek job is to work for foreign companies and government, the second choice is to work for universities and research institutes, the third choice is to work for domestic enterprises (except monopolized enterprises), while SME and private enterprises are the last choice. .

III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China There are some barriers for S&T talents flowing into industries. Firstly, most enterprises do not want to take the risk of innovation and invest lots of S&T personnel and capital in innovation, which to some extent limit the effective demands for HRST talent. Secondly, the capacity for technology innovation in enterprises is generally relative weak, which results in limited demands for HRST. Thirdly, social status of staffs in enterprises is generally lower than that working for government and universities as well as research institutes, their economic status is much lower than that working for MNCs.

III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China The intensity of HRST is much lower than that of most other countries. The quality and structure of HRST are not able to meet the demands. The development degree and utilization ratio of HRST are quite low. The educational structure and training quality need further improvement.

III. Policy Implication on HRST Mobility in China 1. Policy Issues about the Flow of Talents in China China has issued lots of policies for promoting flow of S&T talents. China has issued lots of policies for accelerating the reasonable allocation of domestic HRST, reducing the imbalance among regions, and promoting HRST flow to enterprises. For example, the “Guidelines of the 11th Five-Year Plan for National Economic and Social Development” emphasizes to strengthen the talent building and HRST development in central and western regions, to encourage overseas Chinese students to work for China.

III. Policy Implication on HRST Mobility in China 2. Encouraging Oversea Chinese Scholars to Serve China To attract oversea students and high-level offshore talents to serve China, either in China or not.

II. Policy Implication on HRST Mobility in China

3. Promoting the Mobility of HRST in China To support and encourage enterprises to build and attract talents To encourage HRST to work in less developed regions of China

Zhongguancun East Rd. 55 Beijing 100080, China 0086-10-82640860 [email protected]