Current Situation and Thinking of Introduction，Cultivation and Use of High-level Talents in Agricultural Research Institutes under the New Era: A Case Study of Hebei Academy of Agriculture and Forestry Sciences

Lixian CUI，Qingming ZENG，Guangyuan MA，Yingjie WANG，Jinli LIU*

1. Changli Fruit Tree Institute，Hebei Academy of Agriculture and Forestry Sciences，Changli 066600，China; 2. Institute of Plant Protection，Hebei Academy of Agriculture and Forestry Sciences，Baoding 071000，China

Abstract Current situation of introduction，cultivation and use of high-level talents in agricultural research institutes are analyzed，and the optimized development strategy of further strengthening the construction，introduction，cultivation and use of high-level talent team is thought. It plays a positive role in provincial agricultural research institutes discovering，cultivating and gathering a number of high-quality talents and high-level innovation teams.

Key words High-level talent，Agricultural research institute，Optimized development

1 Introduction

Under the new era background of the strategy of strengthening the country with talents and the strategy of innovation driven development，the importance of talents to agricultural research institutes is self-evident，and high-level talents are the core strength of agricultural research institutes. Under the new situation faced by agricultural scientific research institutes，how to "attract accurately"，"use well" and "retain" high-level talents，and how to break the "four only" and let high-level talents do their best are important issues.

According to the characteristics of high-level talents，high-level agricultural scientific and technological talents refer to those who have the spirit of innovation，have strong professional knowledge and ability，undertake important tasks in important posts，can successfully complete or over complete the contents of scientific research projects as planned，and make greater contributions to agricultural scientific research in the talent team of the field of agricultural scientific research. It includes the heads of national and provincial science and technology projects; the first person to complete the national and provincial (ministerial) level science and technology award projects; those with national and provincial honorary titles，such as Changjiang Scholars，young top talents，excellent management experts，etc.; sponsors of national youth funds; academic leaders of national and provincial key disciplines，key laboratories and engineering technology research centers; candidates for the national "Millions of Talents Project"; experts enjoying special government allowance of the State Council; young and middle-aged experts with outstanding contributions at the provincial level; chief experts and post experts of national and provincial industrial technology system，and test station master; scientific and technical personnel with senior professional and technical positions; distinguished experts，etc.

In 2022，the research team composed of project team members investigated the total amount of talents，age，education，professional title，scientific research situation，reasons for brain drain，and constraints in 12 research institutes of Hebei Academy of Agriculture and Forestry Sciences by issuing questionnaires，holding seminars and telephone interviews. This paper focuses on finding out the distribution of high-level talents in Hebei Academy of Agriculture and Forestry Sciences，analyzing the restricting factors of high-level talents’ high-quality development，and putting forward countermeasures to further strengthen the construction of high-level talents.

2 Current situation and problems

2.1 Current situation and problems of the introduction of high-level talents in agricultural research institutes

2.1.1Difference in the introduction of high-level talents in various institutes. Due to differences in geographical location，unbalanced regional development，different salaries and academic influence，there are differences in the introduction of high-level talents in various institutions. The talent introduction of provincial agricultural scientific research institutes in Shijiazhuang and Baoding is relatively easier than that in Changli County and Caofeidian. Institute of Cereal and Oil Crops and Institute of Plant Protection have national level teams. Comparatively speaking，F(xiàn)ruit Tree Institute lacks scientific and technological support and is at a disadvantage.

2.1.2Single structure of introduced high-level talents. In addition to those who enjoy government subsidies，most of the talents introduced are masters and doctors. The number of scientific and technological leaders and innovation teams is too small，and the occupation ratio of academicians，"Millions of Talents Project" and "Changjiang Scholars" is zero. The number of experts who preside over national major projects is relatively small. There is a certain gap with agricultural research institutes in other provinces.

2.1.3No plans and targets for the introduction of talents in some scientific research institutes. It only pays attention to academic qualifications and achievements but neglects moral quality. Additionally，it only focuses on the quantity introduction but neglects the quality，which has a negative impact on the establishment of scientific research teams. The overall professional level still can not meet the development needs of scientific research institutions. The lack of strategic introduction methods seriously hinders the effective development and implementation of talent introduction.

2.2 Current situation and problems of high-level talent cultivation in agricultural research institutes

2.2.1No long-term plan for high-level talent training. There is a lack of high-level young science and technology leading talents，and the reserve of outstanding talent teams for tackling key projects is insufficient. Although there is a special fund for talent development，in a sense，it is an icing on the cake of scientific research funds，and has not received significant results in the scope of talent training.

2.2.2Imperfect communication and cultivation mechanism. At present，the communication and cultivation mechanism is being studied and developed. Young scientific and technological personnel are sent out to be visiting scholars and to high-level laboratories at home and abroad for cooperative research. However，due to the epidemic control，the expected purpose has not been achieved. The Ministry of Foreign Cooperation also trains on-the-job personnel to learn English in a closed manner every three years，but it does not follow up the training.

2.2.3Unreasonable proportion of professional titles. In terms of professional title structure，for higher-level provincial agricultural scientific research institutions，the most reasonable ratio of senior title，intermediate title and junior title is 3∶3∶4. There is a gap between the number of senior titles and the number of junior titles in Hebei Academy of Agriculture and Forestry Sciences and the reasonable proportion，which needs to be further optimized.

2.3 Current situation and problems of using high-level talents in agricultural research institutes

2.3.1Unbalanced distribution and structure of talents among different disciplines. In terms of age structure，the construction of old，middle-aged and young scientific and technological personnel echelon is not connected. In terms of knowledge structure，the lack of systematic refinement of disciplines makes it impossible to combine discipline construction with scientific research，which affects the scientific and technological innovation in related fields and the exchange，cooperation and joint research among disciplines，resulting in a waste of structural talent resources.

2.3.2A concept of "emphasizing scientific research and neglecting application" in the use of talents. There is an urgent need to cultivate and use a number of professional talents who understand agricultural technology，understand agricultural policies，have macro agricultural management ability and economic management ability.

2.3.3The phenomenon of "idle talents" caused by unreasonable use and allocation of talents. For example，the allocation of talents for scientific and technological services at the grass-roots level should adhere to the principle of "three flavors": original flavor，speaking local dialect; fresh flavor，talking about the latest agricultural technology knowledge; sweet flavor，forming positive incentives for farmers. The scientific and technological personnel who come to the laboratory should be able to endure poverty and loneliness.

3 Optimized development strategy of further streng-thening the construction，introduction，training and use of high-level talent team

3.1 Strategy of strengthening the introduction of high-level talents

3.1.1Top-level design. The introduction principle should have a global perspective，and the introduction of talents should be intensified. It is necessary to attract foreign experts and outstanding talents to participate in agricultural scientific research of Hebei Province in various ways. The plan for the introduction of international talents should be formulated to more actively introduce foreign talents，especially high-level talents.

3.1.2Active solicitation. The introduction of talents should be guided by value creation and social contribution，and the evaluation criteria of "only papers，only professional titles，only academic qualifications，and only awards" should be broken，and the problems of valuing literature over ability，valuing quantity over quality，and valuing the present over the future should be eliminated. Based on needs，it should introduce the talents suitable for the development direction and level of local industrial research institutes.

3.1.3Appropriate improvement of talent introduction treatment. It should implement a more open talent introduction policy and reform various supporting systems for talent introduction. For example，in the introduction of high-level leading talents，the flexible policy of "one person，one policy，one discussion，and preferential treatment" is adopted. It should create an attractive environment in terms of salary and welfare，children’s education，social security，etc.

3.2 Strategy of strengthening the cultivation of high-level talents

3.2.1Paying attention to the cultivation of high-level compound talents with the spirit of scientists and the feelings of family and country. First，it must uphold the party’s overall leadership. Only by upholding the party’s overall leadership over talent training and giving full play to the party’s leading core role can we provide a strong political and organizational guarantee for talent training. Second，it should adhere to implementing policies based on talents，respect the particularity，diversity and personality of talents，and cultivate their family and national feelings. Patriotic enthusiasm and struggle determination should be transformed into a strong driving force for agricultural scientific research and innovation. Third，it should reasonably formulate medium- and long-term development plans for personnel training，pay attention to the training of high-level composite talents，and plan to develop into a growth echelon of strategic scientists.

3.2.2Selecting educational form of knowledge renewal of training high-level talents according to different categories. Relying on scientific research projects，key disciplines and scientific research innovation，scientific and technological service demonstration bases，as well as talent training projects and international academic exchange and cooperation projects，targeted and classified training and selection of high-level talents is conducted. For example，high-level leading talents and discipline leaders can mainly conduct theoretical research and study abroad. High-level young key scientific and technological personnel can be recommended to first-class universities and scientific research institutes at home and abroad for visiting and exchange. High-level front-line scientific research personnel can be mainly trained. High-level agricultural science and technology management and science and technology auxiliary personnel should focus on overall planning，and enhance their service awareness，cooperation awareness and management ability. High-level administrative and logistics management personnel also regularly continue to receive education and update their knowledge.

3.2.3Improving the talent evaluation system and creating a good scientific research ecological environment. The evaluation system for scientific and technological personnel to devote themselves to research and innovation should be improved. It should support scientific researchers to carry out free exploration and research and tolerate failure. The corresponding classification evaluation standard system shall be formulated according to the type of research. For example，the evaluation standard of basic research shall highlight the original orientation，pay attention to the scientific level and academic contribution of research results，focus on peer review，and shift the evaluation focus from the quantity of research results to the quality and original value of research results; application research results are mainly based on industrial users and social evaluation. It should create a good ecological environment of scientific research，deepen the reform of professional title evaluation system，break the phenomenon of arranging in order of seniority，and provide a more favorable environment for the construction and development of high-level talents.

3.3 Strategy of strengthening the use of high-level talents

3.3.1Principle of rationality. It should conduct scientific defense，demonstration and consultation according to its research specialty，direction and content. This process includes both the nature of investigation and evaluation and the process of ideological exchange. It is the embodiment of comprehensive quality and development，and lays a foundation for suitable post.

3.3.2Principle of optimizing the allocation of human resources. Human resources shall be allocated according to needs and suitable posts. It should take multiple measures to understand and make good use of talents. It should adhere to the principle of using talents，focus on using them and be competent. Mobile shift shall be adopted，and the post shall be changed if it is not suitable.

3.3.3Improving the talent utilization mechanism and attaching equal importance to encouragement and guarantee. A trust based talent utilization mechanism should be established，and it should encourage science and technology leading talents to take the lead. Regular contact，annual physical examination，special service，visit and condolence systems for high-level talents should be established，to give full play to the important role of emotional stimulation.