粤港澳大湾区企业人才现状与发展趋势：2025

联合发布机构 中山大学粵港澳发展研究院高奥士国际人才集团中山大学香港高等研究院全球与區域治理研究中心 聯合發布機構 Jointly Released By Institute of Guangdong, Hong Kong and Macao DevelopmentStudies, Sun Yat-sen University KOS International Talent Group Limited The Research Center for Global and Regional Governance, SunYat-sen University Institute of Advanced Studies HONG KONG 2 3 4 6 16 22 29 37 43 A54 B58 67 2019 AI20254129+270120116 70%3–530 + 11.7%10%15% 2019 AI2025412 202512311169+2714,000306 9+211670+AIAI 9+211 AI15%10AI 1.171.2111.315 1.1 70%73%3–569%72%1-11-2 1-3 1-4 3–50–10076.0%1–1022.7%11–3021.3%4.0%30012%0–3073%1–1039.5%11–3023.7%10.5%3007.9% 3–51010.5% 89.4%1–51–61–5Q15Q212.57.5Q2Q34432Q315,000500 1–1330.31,806.912.510.039.05.57.4 1–21–1365.01,773.040.010.0100.090.04.97.7 1.2 1–71–894.8%97.4% 47.2%(10.9%)(11.8%)(8.2%)80%(4.6%)(2.7%)(1.8%) 1–71–862%(59.3%) (62%)43.4%(12.4%)22.1% 1–91–1099.1% 64(55.7%)59(51.3%)(44.4%)(37.4%)33.9%29.16%15.7% 1–105245.2%22.6%(11.3%)(7.9%)(7.0%)(4.4%) 45.2%61.2% 1.3 94.8%1–11(57.3%)(52.7%)23.6%(14.6%)(11.8%) 2.12.22.3 17 2.1 97.4%2–1(77.0%)(62.8%)(60.2%)(40.7%)(29.2%) (29.2%) 98.3%2–290.4%(69.3%)(67.5%)(64.9%)44.7% 44.7% 2.2 97.4%2–3(40.7%)(33.6%)(13.3%)5.3% 97.4%2–485.0%(63.7%)(52.2%)30% 330% 2.3 90.5%≥40%(45.7%)(40.0%)(20.0%)(20.0%)(16.2%) 3.1233.2253.327 3.1 99.1%3-113.9%(87.5%)10(70.4%)13.9%1.7%88.7%84.3%64.3%61.7%53.0% 10 97.4%3-2(84.1%)69.0%57.5%31.9%26.5%9.7% 3.2 90.5%3-365.7%(41.0%)(41.0%)(28.6%)(24.8%) 99.1%3-4(71.3%)(66.1%)40.0%(32.2%)(27.8%)(27.0%) 3.3 94.0%3-580.7%(58.7%)55.0%25.7% 94.8%3-670.0%(69.1%)60.9%53.6%48.2% 4.1304.2324.335 4.1 91.7%4-1(4.48)(4.12)(3.90)(3.78)(3.58)(3.57) 4.00–5.005.004.003.00–5.004.673.001.00–4.504.501.001.00–5.004.831.502.00–5.005.002.201.50–4.004.001.902.00–4.504.172.00 (5.00)(5.00)2 81.9%4–3≥4.0(4.50)(4.10)(4.00)3.5≤4.0(3.78)(3.73)(3.70)3.5(3.43)(3.33)(3.25)(3.00) 4.2 80.2%4–4(3.75)(3.70)(3.49)AI(3.25) + 4–54–6(3.57)3.17–3.36 12.530%370%450% 380%450%(3.29)44.534.5% 4.3 83.6%4-74-83.943.903.763.743.713.70+ 4.77(4.26)(4.17)4.0(3.82)(3.55)(3.43)(3.13) 5.1385.2405.341 5.1 5–180% 91–953.51–3.77344–549%-61%1–27%-15%0.94–1.10 3.773.75(3.71)(3.67)(3.63)(3.6)(3.59)(3.54)(3.51) 3.770.946.4%3.751.013.710.973.6710.5%3.630.97 Q93.5113%Q53.5413.9%Q103.5912.0% 1.115.3%1.0512.8%SD 5.2 5–293.1% 7973.2%(58.3%)(53.7%)49.1%(44.4%) 5.3 5-393.1% 6055.6%(51.0%)(39.8%)(38.9%)(35.2%)4.8% 6.1456.2496.3506.452 9+26–16–21 6.1 9+2 9+2 6.2 6.3 6.4 (79.6%)(73.4%)(73.4%)48%2.7%55%(67.3%)(64.6%)(61.0%)+ +3~6 A 20254129+220251231116 (1) 9+22824.1%2118.1%1311.2%108.6%97.8%76.0%65.2%32.6%21.7% (2) 52(44.8%)(18.1%)(11.2%)34 (3) 8169.8%1916.4%76.0%54.3%43.4% (4) 51613.8%6–102017.2%11–203328.4%21–303126.7%301613.8% (5) 1–993328.4%100–2991916.4%300–499500–99986.9%1,0004034.5%8 B AI+ ++ ++ IT AI+AIAI AI204–5AI800 4–5AI AIAI 2012203,600180 ++ 20025 207~85~6 1.5 20% 5G AICPUIPCPUAIAI 12085% 1+1>2 200330%-40% Anderson, J. E., & van Wincoop, E. (2003). Gravity with gravitas: A solution to the borderpuzzle.American Economic Review ,93 (1), 170–192.Auriol, L., Misu, M., & Freeman, R. (2013).Careers of doctorate holders: Analysis of labourmarket and mobility indicators (OECD Science, Technology and Industry Working Papers, No.2013/04). OECD Publishing.Becker, G. S. (1964).Human capital: A theoretical and empirical analysis, with special referenceto education . University of Chicago Press.Borjas, G. J. (2014).Immigration economics . Harvard University Press.Brücker, H., Capuano, S., & Marfouk, A. (2013). Education, gender and international migration:Insights from a panel-dataset 1980–2010.IZA Journal of Migration ,2 (1), Article 8.Campbell, B. A., Ganco, M., Franco, A. M., & Agarwal, R. (2012). Who leaves, where to,and why worry? Employee mobility, entrepreneurship and effects on collective performance.Strategic Management Journal, 33 (1), 65–87.Docquier, F., & Rapoport, H. (2012). Globalization, brain drain, and development.Journal ofEconomic Literature, 50 (3), 681–730.Doeringer, P. B., & Piore, M. J. (1971).Internal labor markets and manpower analysis . HeathLexington Books.Florida, R. (2003). Cities and the creative class.City & Community, 2 (1), 3–19.Franzoni, C., Scellato, G., & Stephan, P. (2012). Foreign-born scientists: Mobility patterns for16 countries.Nature Biotechnology, 30 , 1250–1253.Gaulé, P. (2014). Who comes back and when? Return migration decisions of academicscientists.Economics Letters, 124 (3), 461–464.Granovetter, M. S. (1973). The strength of weak ties.American Journal of Sociology, 78 (6),1360–1380.Harris, J. R., & Todaro, M. P. (1970). Migration, unemployment and development: A two-sectoranalysis.American Economic Review, 60 (1), 126–142.Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years ofemployee turnover theory and research.Journal of Applied Psychology, 102 (3), 530–545.Huselid, M. A. (1995). The impact of human resource manage