央视网消息：据多家媒体报道，已有约15.4万名美国联邦政府雇员接受本届联邦政府开出的条件，于当地时间9月30日正式离 职。路透社说，这意味着2025年将是二战结束以来美国政府离职人数最多的一年。 路透社援引美国人事管理局官员的话报道，通过裁员和其他鼓励离职的方式，特朗普政府2025年全年可能将裁减30万人，约为今 年1月时联邦雇员规模的12.5%。美国人事管理局称，这可为美国政府削减280亿美元年度开支。 据报道，美国农业部有超过1.5万人离职；美国卫生与公共服务部有约1万人离职，其中食品和药品管理局3500人、疾病控制和预 防中心2400人；美国航空航天局有近4000名雇员接受了政府的离职方案。 路透社援引多名工会人士和政府治理领域专家的话报道说，随着这批雇员离职，"美国联邦政府的大量专业知识和技能也将随之 流失"。报道称，管理这些离职人员负责的政府项目需要深厚的知识和专业技能，相关人才培养需要多年时间，这种人才流失将难以 逆转。 美国总统特朗普1月就任后，责成企业家埃隆·马斯克率领"政府效率部"大规模裁减联邦机构和雇员。据美国《华盛顿邮报》报 道，原服务于几十个联邦机构的约15.4万人接受联邦政府的方案， ...

Core Viewpoint - The article highlights the talent retention challenges faced by Baoying Fund, with a significant number of fund managers leaving the company, raising concerns about its stability and growth potential in the industry [1][4][11]. Talent Turnover - Baoying Fund has seen four fund managers leave in the past year, all with over five years of tenure, including two with over ten years of experience [1]. - In the last three years, nearly ten fund managers have departed from Baoying Fund, drawing industry attention to its talent loss issues [1][6]. - Yang Siliang, a recently departed fund manager, quickly joined E Fund, exemplifying the trend of talent moving to larger firms [2][4]. Fund Management Performance - Yang Siliang managed ten public funds at Baoying Fund, achieving notable returns, including over 155% for the Baoying Consumption Theme fund [4]. - His average annualized return was 13.32%, with a peak management scale exceeding 11.5 billion [4]. Company Structure and Growth - Baoying Fund currently has 18 fund managers, with an average tenure of 3.36 years, indicating a relatively inexperienced team compared to industry leaders [1][9]. - The company's public fund management scale was 73.293 billion as of Q2 2023, showing minimal growth from 72.762 billion in Q1 2022 [9][11]. - The firm has experienced a high turnover rate of 92% in fund managers since January 2022, with 13 new hires and 9 departures [8]. Industry Context - The movement of fund managers is seen as a natural phenomenon in the market, driven by the disparity in resources and opportunities between small and large firms [7]. - The industry is experiencing a "Matthew Effect," where larger firms attract talent due to better support in research, technology, and sales channels [7].

Group 1 - The new regulation signed by President Trump increases the fee for companies applying for H-1B visas from several thousand dollars to $100,000 annually, effective September 21 [1][5] - Major tech companies like Microsoft, Amazon, and Apple have advised their H-1B visa holders to remain in the U.S. and avoid travel to prevent complications due to the new policy [3][5] - The White House clarified that the new fee applies only to future visa applicants and does not affect current visa holders or those already in the lottery for 2025 [5] Group 2 - The H-1B visa program is a primary pathway for the U.S. to attract high-skilled talent, particularly in STEM fields, with an annual cap of 85,000 new visas [7] - Major tech firms, including Amazon and Microsoft, heavily rely on the H-1B program, with Amazon alone receiving over 14,000 approvals in the first three quarters of the fiscal year 2025 [7] - The significant increase in H-1B visa fees may lead to a sharp rise in labor costs for large tech companies and could hinder small tech firms and startups from hiring overseas talent [7]

Group 1 - Croatia has improved its ranking in the 2025 World Talent Ranking, moving up four places to 47th position [1] - Switzerland remains the top country for attracting and retaining talent among 69 economies, followed by Luxembourg and Iceland [2] - The Croatian Employers' Association noted that the rise in ranking reflects the effectiveness of investments in education and an increase in labor supply, although Croatia scores low in attracting foreign skilled talent and faces ongoing domestic expert outflow [2] Group 2 - Croatia ranks 26th in investment and development, with public education spending at 5.3% of GDP, placing it 15th [2] - The student-to-teacher ratio in secondary education ranks first, indicating a smaller student population relative to teaching staff, while primary education ranks 14th [2] - Croatia's attractiveness ranking is 58th, with high scores in living costs (17th) but low scores in worker motivation (65th), talent outflow (65th), and appeal to foreign skilled talent (66th) [2]

Core Insights - The departure of Yang Siliang from Baoying Fund to Yifangda Fund highlights the ongoing talent migration within the asset management industry, particularly affecting mid-sized firms like Baoying Fund [1][2] - Baoying Fund, known as the "Huangpu Military Academy" of public funds, has produced numerous successful fund managers over the years, but faces challenges in retaining talent due to competitive pressures from larger firms [1][3] Talent Migration - Yang Siliang joined Baoying Fund in April 2015 and became a prominent fund manager, achieving significant returns on multiple funds, including a 156.84% return on Baoying Consumer Theme Fund [2] - His exit is part of a broader trend where Baoying Fund has seen 17 fund managers leave since 2019, with many moving to leading firms, indicating a systemic issue in talent retention [5][6] Internal Challenges - Baoying Fund's internal mechanisms, particularly its incentive structures, are cited as key factors contributing to talent loss, with reports suggesting inadequate compensation for high-performing managers [4][7] - The firm has struggled with a "cultivation-loss" cycle, where talented individuals are developed but subsequently leave for better opportunities [4][5] Management Scale and Performance - Baoying Fund's management scale has fluctuated significantly, peaking at nearly 800 billion yuan shortly after its establishment but dropping to around 732.93 billion yuan by mid-2025, reflecting the impact of talent loss on its operational capacity [6][8] - The firm’s ranking has also declined, falling to 73rd in the industry, contrasting sharply with the rapid growth of larger competitors [6][9] Industry Context - The asset management industry is experiencing a "Matthew Effect," where larger firms are increasingly dominating the market, making it difficult for mid-sized firms like Baoying Fund to compete for talent and resources [9][10] - The rise of alternative investment firms has diversified career options for fund managers, further complicating retention efforts for mid-sized public funds [9][10] Potential Solutions - Some firms are exploring innovative strategies to retain talent, such as implementing profit-sharing models and enhancing team autonomy, which could serve as a model for Baoying Fund and similar companies [10] - Focusing on niche markets or specialized investment strategies may also help mid-sized firms attract and retain talent by creating unique value propositions [10]

【导读】宝盈基金权益名将杨思亮加盟易方达：人才流失与规模困境下的老牌公募挑战 中国基金报记者 王建蔷 | 证书基本信息 | | | | | --- | --- | --- | --- | | 姓名 | 杨思亮 | 性别 | 男 | | 从业机构 | 易方达基金管理有限公司 | 证书编号 | F0090000000027 | | 从业资格类别 | 墓金从业资格 | 证书状态 | 正常 | | 证书取得日期 | 2018-03-05 2 | | | 从职业履历来看，杨思亮的基金从业生涯起步于 2011 年，并在宝盈基金完成了从研究员到 投研骨干的成长。 2015 年 4 月加入宝盈基金后，其历经研究部研究员、专户投资部投资经 理助理、投资经理等岗位历练，于 2018 年 10 月正式开启公募基金管理生涯，截至 2025 年 6 月底，其管理规模达 70.47 亿元。 在宝盈基金的十年间，杨思亮逐步形成了成熟的投资框架，成长为具备宏观视角与绝对收益 理念的价值成长（ GARP ）风格基金经理，并凭借稳健业绩获得市场认可。 2021 年至 2024 年市场调整期间，他的业绩表现尤为突出： 2021 年底开始管理的宝盈 ...

Core Insights - Intel is facing a significant talent loss in its data center business, with the departure of Ronak Singhal, a senior researcher and chief architect for Xeon products, marking the second such loss in eight months [1][3] - This trend of talent attrition is not isolated and poses a deep impact on Intel's efforts to revitalize its data center business, especially as the company is striving to innovate and grow in this critical area [3] - CEO Lip-Bu Tan is actively pushing for changes to rejuvenate the data center segment, including appointing a new business leader to drive technological innovation and business growth [3] - The competitive landscape is intensifying with rivals like AMD and Nvidia gaining ground in the data center market, necessitating a more proactive approach from Intel to address talent retention and maintain industry competitiveness [3]

Core Viewpoint - The recent departure of Yang Siliang, a prominent fund manager from Baoying Fund, to Yifangda Fund highlights the ongoing talent migration within the asset management industry, raising concerns about Baoying Fund's ability to retain its skilled professionals amidst increasing competition from larger firms [1][5][17]. Group 1: Talent Movement - Yang Siliang left Baoying Fund in late August and joined Yifangda Fund, marking a significant shift in the competitive landscape of fund management [1][3]. - Baoying Fund, known as the "Huangpu Military Academy" of Shenzhen public funds, has seen many of its talented managers, including Yang, move to other firms, reflecting a broader trend of talent outflow in the industry [1][6][18]. - From 2019 to September 2023, Baoying Fund experienced the departure of 17 fund managers, with 70% having over five years of experience, indicating a systemic issue in talent retention [7][14]. Group 2: Performance and Impact - Yang Siliang was recognized for his strong performance, managing over 10 billion yuan in assets and achieving notable returns on his funds, such as a 156.84% return on Baoying Consumer Theme Fund [4][5]. - The loss of high-performing managers like Yang is a significant setback for Baoying Fund, which has historically produced many successful fund managers [5][11]. - Baoying Fund's management scale has fluctuated, dropping from nearly 800 billion yuan to around 732.93 billion yuan, reflecting the impact of talent loss on its overall performance [11][14]. Group 3: Internal Challenges - Baoying Fund's internal mechanisms, including insufficient incentive structures and limited resources, contribute to its challenges in retaining talent [16][17]. - The firm has struggled with a talent gap, as half of its current fund managers have less than three years of experience, raising concerns about the continuity of its investment strategies [14][15]. - The disparity in compensation and resources between Baoying Fund and larger firms exacerbates the difficulty in retaining skilled professionals [16][17]. Group 4: Industry Trends - The asset management industry is experiencing a "Matthew Effect," where larger firms are increasingly dominating the market, making it difficult for smaller firms like Baoying Fund to compete for talent [17][18]. - The trend of talent migration is further fueled by the emergence of private equity and other financial institutions, which offer more attractive career opportunities for fund managers [17][18]. - The competition for talent in the public fund industry is intensifying, with larger firms focusing on team building rather than individual star managers, creating a challenging environment for smaller firms [18].

Core Viewpoint - The trend of young graduates from Northeast and North China moving to Southern cities is significant, driven by better job opportunities, higher salaries, and improved living conditions [1][3][6]. Group 1: Talent Migration Trends - There is a noticeable increase in the outflow of graduates from Northeast China, particularly from provinces like Heilongjiang, with tens of thousands leaving for other provinces each year [3][6]. - Most of these graduates are settling in economically vibrant regions such as the Yangtze River Delta and the Pearl River Delta [5][6]. Group 2: Economic Factors - Southern cities offer higher salaries compared to Northeast cities; for instance, a university teacher's salary can double when moving from Northeast to cities like Shenzhen or Guangzhou [7][9]. - The diverse industrial structure in Southern cities, including emerging sectors like technology and finance, provides more job opportunities compared to the traditional industries prevalent in Northeast cities [9][10]. Group 3: Lifestyle and Work Environment - The physical environment in Southern cities is more favorable, with milder winters and a richer variety of food options, enhancing the quality of life for young professionals [10][11]. - The perception of a fairer work environment in Southern cities, where meritocracy is emphasized over personal connections, attracts young talent seeking equitable career advancement [11][13]. Group 4: Solutions for Retaining Talent - To retain talent, it is essential to upgrade industries to match demographic changes, attract high-value industries, and create opportunities for young professionals [14][15]. - Improving the business environment and employment systems to ensure transparency in promotions and recruitment can help retain local talent [15][17]. - Enhancing the overall quality of life in Northeastern cities, including transportation, healthcare, and cultural amenities, is crucial for making these areas more attractive to young professionals [15][17].

Group 1 - The article discusses the impact of U.S. immigration policies on Indian talent outflow and the potential implications for India's economy and workforce [1][5][10] - U.S. President Trump's call for American tech companies to prioritize domestic operations highlights concerns over job losses due to outsourcing [1][5] - The tightening of U.S. visa policies, particularly the H-1B visa program, is expected to reshape the landscape for Indian professionals seeking opportunities in the U.S. [7][8][12] Group 2 - India faces a significant brain drain, with over 1.3 million educated professionals leaving the country between 2015 and 2022, which threatens its ambition of becoming a developed nation by 2047 [5][10] - The number of Indian students in the U.S. reached a record high of 330,000 for the 2023-2024 academic year, surpassing China as the largest source of international students [2][5] - The Indian IT sector contributes 7.5% to the GDP, and retaining talent could potentially generate an additional $15 to $20 billion annually [5][12] Group 3 - The article notes a growing trend of Indian students considering alternative study destinations such as Germany and Australia due to stricter U.S. visa regulations [8][9] - Germany has seen a 35% increase in applications from Indian students, while Australia remains a popular choice, with Indian students making up 16% of its international student population [9][10] - The Indian government has implemented various policies to encourage talent retention, but the effectiveness of these measures remains uncertain [10][12]