转自：贵州日报 赵旭婉婷 承认与发达地区在薪酬、学术氛围等方面的差距，也要看到贵州的后发优势与创新勇气。"百千万人才 引进计划"的柔性引才模式，让顶尖专家有用武之地；出台25条"硬措施"支持数据产业加速发展，为创 业者保驾护航；重点人才"蓄水池"的制度创新，实现了人才、企业、政府的三方共赢……这些举措跳出 了"拼薪酬、拼区位"的传统思维，转而打造"拼生态、拼服务、拼机遇"的差异化优势，让人才在贵州既 能干事创业，又能安居乐业。 人才生态建设非一日之功，仍需持续发力。要进一步完善产学研融合机制，让科研成果更快转化为产业 价值；要持续优化人才服务细节，解决好子女教育、医疗保障等"关键小事"；要不断扩大产业规模，以 更广阔的发展空间留住人才……唯有如此，才能让"筑巢引凤"变为"引凤筑巢"，让更多"顶尖人才"成 为"新贵州人"，让数智产业的"人才小苗"成长为"参天大树"。 凉爽气候、充足能源构筑的算力优势，是贵州数智产业发展的"先天底气"。但要实现从"存数据"到"用 数据"的跨越，关键在于将"硬件"优势转化为"软件"吸引力。 毕津顺的"筑芯"实践、张梦福的创业历程、林明华的成长轨迹，共同勾勒出贵州人才生态建设的清晰路 ...

Core Viewpoint - The rapid development of China's new energy vehicle (NEV) industry is facing a severe challenge due to a talent shortage, with a projected gap of 1.03 million professionals by 2025 [1][2] Group 1: Talent Shortage - The Ministry of Industry and Information Technology predicts a talent gap of 1.03 million in the NEV sector by 2025, while only 12% of the 4 million automotive maintenance workers have received training in new energy skills [1] - 60% of automotive maintenance workers are unable to service new energy vehicles, and there is an 85% shortage of dual-certified talent in high-voltage electricity and intelligent networking [1] - The current educational system is lagging behind technological advancements, with 78% of school-enterprise collaborations merely superficial, leading to graduates facing outdated skills [1] Group 2: Structural Crisis - The industry's focus on the shortage of skilled workers overlooks a more significant issue: the lack of high-end research and development talent [2] - Traditional automotive talent is being attracted to higher-paying positions in sectors like artificial intelligence and big data, exacerbating the talent drain [2] - Companies with insufficient innovation capabilities or management issues struggle to provide career development opportunities, leading to further talent loss [2] Group 3: Solutions and Recommendations - A "dynamic capability regeneration system" is needed to address the talent crisis, moving beyond traditional models of policy support and school-enterprise partnerships [2] - The establishment of a "living textbook" mechanism, led by automotive companies, vocational schools, and industry associations, is recommended to ensure course content is updated quarterly [2] - Implementing a "technical shortage index" for targeted tax incentives and training funding for critical positions is suggested, along with regional training centers to retain talent in less developed areas [3] Group 4: Sustainable Competitive Advantage - Building a closed-loop ecosystem of "talent cultivation-capability regeneration-value transformation" is essential for sustainable competitive advantage in the NEV sector [4] - The industry must prioritize talent ecosystem development over technological metrics like battery density and chip computing power [4] - Advanced smart factories require skilled personnel to operate effectively, highlighting the importance of talent development [4]