Attracting the best talent in the context of migration policy changes: the case of the UK
Attracting the best talent in the context of migration policy changes: the case of the UK
复制标题
在移民政策变化的背景下吸引最优秀的人才：英国的案例
DOI：
10.1080/1369183x.2017.1314609
复制
发表时间：
2017
影响因子：
3.3
通讯作者：
T. Hogarth
中科院分区：
文献类型：
--
作者：
A. Green;T. Hogarth
就业预测和技能战略强调（高）技能劳动力对竞争力的重要性。在全球范围内“吸引最优秀人才”的战略重点可能与“培养本地人才”的政策相冲突。在英国，这个问题被认为是从自由移民制度向需求主导的制度转变的背景下，通过调整以积分为基础的制度来管理欧洲经济区（EEA）以外的劳动力移民，这种制度的特点是增加限制。具体重点是2011年引入的非欧洲经济区劳动力移民年度限制，以及收紧（高）技术移民入境资格标准，因为企业担心这可能会抑制经济增长。本文借鉴了20个雇主案例研究和关于技能和移民政策的文献，研究了企业在遵守和寻求适应移民政策变化方面的成本和影响。这些变化给雇主带来了行政负担，限制了企业的灵活性，但企业的相关货币成本难以量化。适应战略和移民规则变化的影响各不相同：有些公司受到的影响有限，有些公司调整了招聘行为，有些公司感到其基本的商业理由受到威胁。培养本地人才是一个局部的长期解决方案。
ABSTRACT Employment projections and skills strategies emphasise the importance of (highly) skilled labour for competitiveness. A strategic focus on ‘attracting the best talent’ globally may conflict with policies to ‘grow local talent’. This issue is considered in the UK context of a shift from a liberal immigration regime to a demand-led system characterised by increasing restriction, through adjustments to a points-based system to manage labour migration from outside the European Economic Area (EEA). The specific focus is on an annual limit on non-EEA labour migrants introduced in 2011 and tightening of eligibility criteria for entry of (highly) skilled migrants, amid business’ concerns that this might stifle economic growth. Drawing on 20 employer case studies and literature on skills and migration policy, the article investigates the costs and implications for business in adhering and seeking to adapt to migration policy changes. Such changes pose administrative burdens on employers and limit business flexibility but associated monetary costs to businesses are difficult to quantify. Adaptation strategies and the impact of migration rule changes vary: some firms experience limited impact, some adjust their recruitment behaviour and some feel their underlying business rationale is threatened. Developing local talent is a partial long-term solution.
DOI：
10.1093/cjres/rss005
发表时间：
2012-07
期刊：
Cambridge Journal of Regions, Economy and Society
影响因子：
--
作者：
Jonathan V. Beaverstock;Sarah Hall
通讯作者：
Jonathan V. Beaverstock;Sarah Hall
影响因子：
3.3
作者：
Foebker, Stefanie;Imani, Daniela
通讯作者：
Imani, Daniela