2020年四级作文范文参考：人才流失
2020年七月四级作文例子
2020年七月四级作文例子英文回答：As a university student with a global perspective, I believe that globalization presents both benefits and challenges to the world.On the one hand, globalization has led to significant economic growth and interconnectedness. The free flow of goods and services has facilitated the spread of ideas, technology, and innovation. Reduced trade barriers have enabled businesses to expand into new markets, creating jobs and fostering economic development. Globalization has also promoted cultural exchange, allowing people from different backgrounds to connect and learn from each other.On the other hand, globalization has also raised concerns about economic inequality, labor exploitation, and environmental degradation. The pursuit of profit maximization has sometimes led to the exploitation ofworkers in developing countries, where labor is cheaper. Globalization has also contributed to the widening gap between the rich and the poor, as multinationalcorporations concentrate wealth and resources. Furthermore, increased global trade has led to increased greenhouse gas emissions and other environmental challenges.To mitigate the negative consequences of globalization, it is essential for governments and international organizations to work together to establish fair trade policies, protect labor rights, and promote sustainable practices. Cooperation is necessary to ensure that the benefits of globalization are shared equitably and that the costs are minimized.In addition, individuals can play a role in shaping the impact of globalization by making ethical choices as consumers and supporting businesses that are committed to social and environmental responsibility. By choosing products that are produced in a fair and sustainable manner, we can promote positive change.中文回答：作为一个具有国际视野的大学生，我认为全球化给世界带来了利弊兼顾的影响。
中国人才流失的作文600字
中国人才流失的作文600字近年国内企业的人才流动率居高不下，尤其是优秀人才的流动率更是高得惊人。
根据有关资料显示，国内企业高级人才流失率达到了50%~60%，而据专家测算，正常的人才流动率应该控制在15%以下。
中小企业人才流失率更为严重，所以中小企业人才流失已经成为社会关注的重点话题，我国的中小企业还处于发展中的状态，没有很好的物质和人才基础作为后盾，不像那些发展了很长时间并且在相应的领域里取得了一定成功的大企业有丰厚的底蕴，出现了一些人才的流动不会对他们有太大的影响，因为他们有大量的人才储备，一些人员的离职不会对他们的正常运作造成影响。
但是人才的流失对于现在的中小企业来说就是一个致命的打击。
这些中小企业在外招聘或者内部培训出来的人才在这些企业中大多都是一人多岗或担当着重要的职位，也有了丰富的工作经验，在没有充足的人才储备的情况下一旦出现了人才的流失对这些中小企业的打击是非常大的。
外部影响就是这些人才流失的同时也带走了中小企业本来就有限的无形资源（技术、营销渠道等)，同步地使得这些中小企业在相当长的一段时间内企业的竞争力下降，大大的损伤了企业的“元气”。
而其内部影响就体现在了组织内人心不稳、士气低落、员工工作激情丧失、管理成本增加，使企业内部无法正常的运作，长此以往就会使这些中小企业处于半瘫痪状态。
企业在指导员工进行职业生涯设计并与员工共同努力，促进其职业生涯计划的实现方面，日本和欧美的一些企业做得比较好。
美国微软公司人力资源部制定有“职业阶梯”文件，其中详细列出了员工从进入公司开始一级级向上发展的所有可选择职务，并且列出了不同职务须具备的能力和经验。
德国西门子150多年的辉煌，靠的不仅仅是高质量的产品和完善的售后服务，高效的人才培训同样是西门子成功的关键。
2020年四级满分作文范文欣赏(3)
2020年四级满分作文范文欣赏(3)作文题目Brain Drain in China1) 中国人才流失的现状;2) 对人才流失的看法;3) 如何解决人才流失。
参考范文Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on the one hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living andworking conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure bait for all kinds of talent.。
2020年9月英语四级真题第一套作文范文
2020年9月英语四级真题第一套作文范文English:In September 2020, the topic of the four-level exam essay was "Should we emphasize ability or attitude in education?" When it comes to education, both ability and attitude play important roles in shaping individuals. While ability is often seen as the foundation for success in academic and professional fields, attitude is equally crucial in determining one's attitude towards learning and growth. Emphasizing ability can result in high academic achievements and skill acquisition, but without a positive attitude, individuals may struggle to face challenges and setbacks. On the other hand, focusing solely on attitude may lead to a lack of concrete skills and knowledge. Therefore, a balance between the two is essential in education. By emphasizing both ability and attitude, individuals can develop a strong foundation of skills while maintaining a positive mindset towards learning and personal development.中文翻译:在2020年9月，四级考试作文的话题是“我们应该在教育中强调能力还是态度？”在教育中，能力和态度都对塑造个体起着重要作用。
面对大城市人才多,小城市人才流失英文作文
面对大城市人才多,小城市人才流失英文作文Living in a big city is often associated with more job opportunities, better infrastructure, and a higher standard of living. As a result, big cities tend to attract a large pool of talented individuals from various fields. The diverse and competitive environment in big cities often provides ample opportunities for personal and professional growth, making them an attractive destination for many. However, the influx of talent in big cities often leads to the problem of brain drain in smaller cities.The allure of big cities often results in a steady outflow of talent from smaller cities. The limited job prospects and educational opportunities in smaller cities compared to big cities often drive talented individuals to seek greener pastures elsewhere. As a result, the smallercities are left with a diminished workforce and a dearth of skilled professionals.The repercussions of this talent drain are manifold. Smaller cities often struggle to attract investments and new businesses due to the lack of a skilled workforce. This, in turn, impedes the economic growth and development of these cities. Additionally, the exodus of talent also leads to aloss of diversity and expertise in various fields, thereby hindering the overall progress of the smaller cities.To mitigate the issue of talent drain in smaller cities, concerted efforts need to be made at various levels. Firstly, there is a need for the creation of more job opportunitiesand the establishment of quality educational institutions in smaller cities. This will not only retain the local talentbut also attract professionals from other areas. Additionally, there is a need for strategic planning and investment in infrastructure and amenities to improve the overall qualityof life in smaller cities, making them more attractive for talented individuals.Furthermore, initiatives to decentralize economic activities and redistribute resources to smaller cities can help in dispersing talent across the country. This can be achieved through government policies, tax incentives for businesses operating in smaller cities, and the promotion of remote work opportunities.On an individual level, efforts can be made to change the perception of smaller cities and highlight the unique opportunities and lifestyle they offer. by promoting cultural and recreational activities, fostering a sense of community, and showcasing the natural beauty and heritage of smaller cities, they can become more appealing to talented individuals.In conclusion, while big cities continue to be the preferred destination for many talented individuals, it isessential to address the issue of talent drain in smaller cities. With the right strategies and a collective effort from various stakeholders, it is possible to create an environment where talent is distributed more evenly across the country, leading to balanced growth and development.。
人才流失英语作文
人才流失英语作文Talent Drain。
It's a real bummer when talented people leave. You know, the kind of people who bring energy and creativity to the workplace. It's like a punch to the gut when they decide to pack up and move on to greener pastures. You're left wondering, "What could we have done to keep them here?"When a star employee decides to leave, it's not just a loss for the company, but for the team as well. Their departure can create a void that's hard to fill. You startto miss their unique perspective and the way they always brought fresh ideas to the table. It's like a piece of the puzzle is suddenly missing.And it's not just about the work they did, but the vibe they brought to the office. They were the ones who made the long hours and tough projects feel a little less daunting. Their absence can leave a palpable sense of loss in the air.But sometimes, it's not just about the work itself.It's about the company culture and how it makes people feel. When talented individuals start jumping ship, it can send a signal to the rest of the team. They start to wonder ifthey should be looking for the exit sign too. It's like a domino effect that can shake the foundation of the company.So, when talent starts to slip through your fingers,it's time to take a hard look in the mirror. Maybe it'stime to rethink the way things are done. Are people feeling valued and appreciated? Are there opportunities for growth and development? These are the questions that need to be asked if you want to stop the talent drain.In the end, losing talent is a wake-up call. It's a reminder that great people need to be nurtured and supported. It's a call to action to create an environment where people want to stay and thrive. Because when you lose your best and brightest, it's not just a loss for today,but for the future as well.。
人才流失的措施英语作文
人才流失的措施英语作文Talent retention is a crucial aspect of anyorganization's success, as it involves maintaining askilled and motivated workforce that can drive innovation and growth. However, talent loss can be a significant challenge, as it can lead to a loss of intellectual capital, disruption in operations, and a negative impact on the overall performance of the organization. To address this issue, it is essential to implement effective talent retention strategies.One of the key strategies for talent retention is to offer competitive compensation and benefits packages. This ensures that employees are adequately rewarded for their contributions and are not tempted to seek better opportunities elsewhere. Organizations should conductregular salary surveys to ensure that their compensation levels are competitive with those offered by other employers in the same industry. Additionally, providing generous benefits such as health insurance, paid time off,and retirement plans can further enhance an employee's satisfaction and loyalty.Another crucial aspect of talent retention is career development and advancement opportunities. Employees often seek opportunities to grow and develop their skills, and organizations that fail to provide such opportunities may find themselves facing talent loss. To address this, organizations should implement career development programs that provide training, mentoring, and challenging work assignments. By investing in their employees' career growth, organizations can foster a culture of continuous learning and development that encourages employees to stay and contribute to the organization's long-term success.Moreover, fostering a positive work environment is essential for talent retention. Employees thrive in environments that are supportive, inclusive, and respectful. Organizations should strive to create a culture that values diversity and inclusion, encourages open communication, and provides opportunities for employees to provide feedbackand suggestions. By fostering a positive work environment,organizations can improve employee engagement, satisfaction, and retention rates.Additionally, organizations should recognize and reward employee performance. Acknowledging and appreciating employees' contributions can boost their morale and motivation, making them feel valued and appreciated. This can be achieved through various recognition programs suchas employee awards, public recognition, and bonus systems that reward outstanding performance. By providing timelyand meaningful recognition, organizations can foster a culture of appreciation and recognition that encourages employees to stay and continue contributing to the organization's success.Furthermore, organizations should provide opportunities for work-life balance. Employees value the ability to manage their work and personal lives effectively, and organizations that fail to recognize this may face talent loss. By offering flexible work arrangements, such asremote work options, part-time schedules, and compressed workweeks, organizations can support employees' work-lifebalance needs. This flexibility can enhance employee satisfaction, reduce stress, and improve retention rates.In conclusion, talent retention is critical to the success of any organization. By implementing effectivetalent retention strategies such as competitive compensation and benefits packages, career development opportunities, positive work environments, recognition and reward systems, and work-life balance arrangements, organizations can foster a culture that encourages employees to stay and contribute to their long-term success. By investing in their employees' growth and well-being, organizations can build a loyal and engaged workforce that drives innovation, performance, and competitive advantage.。
2015年12月英语四级作文模板：人才流失
2015年12月英语四级作文模板：人才流失作文题目 Brain Drain in China 1) 中国人才流失的现状; 2) 对人才流失的看法; 3) 如何解决人才流失。
参考范文 Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on the one hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living and working conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure bait for all kinds of talent.。
人才流失英文作文
人才流失英文作文英文：As a young professional, I have witnessed the phenomenon of talent drain in my workplace. Many of my colleagues have left the company for various reasons, such as better job opportunities, higher salaries, or dissatisfaction with the work environment. In my opinion, talent drain is a serious issue that affects not only the company but also the society as a whole.Firstly, talent drain leads to a loss of valuable human resources. When talented employees leave the company, their knowledge, skills, and experience are also lost. This can have a negative impact on the company's productivity, competitiveness, and innovation. Moreover, it can also create a brain drain in the society, as talentedindividuals may choose to work abroad or in other industries.Secondly, talent drain can also affect the morale and motivation of the remaining employees. When colleagues leave, it can create a sense of insecurity and uncertainty among those who stay. They may wonder why their colleagues left and whether they should also look for other job opportunities. This can lead to a decrease in productivity and a loss of team spirit.To address the issue of talent drain, companies need to take proactive measures to retain their employees. One way is to offer competitive salaries and benefits packages, as well as opportunities for career development and growth. Another way is to create a positive work environment that values diversity, inclusion, and work-life balance. Companies can also provide regular feedback and recognition to their employees, as well as opportunities for training and learning.In conclusion, talent drain is a complex issue that requires a holistic approach. By retaining their employees, companies can not only benefit themselves but also contribute to the development of the society as a whole.中文：作为一名年轻的职场人士，我目睹了人才流失的现象。
关于人才流失的英语作文 The Brain Drain-最新范文
关于人才流失的英语作文The Brain DrainWe all know that it is not easy to find a suitable work in the present society. But at the same time, more and more companies say the phenomenon of the brain drain is very serious. I think both the employee and employer should take the responsibility. But employer should take the most duty. If the company can offer a considerable welfare, there will be less staff leave their position. In general, most employees change their jobs just because they think their payment doesn’t equal to their benefit. If the employer can meet the need of their staffs, the brain drain will not be a question. By the way, the employee also should think again and again when hunting jobs to make sure finding his dream job. Then he would not regret after a few days. If both employee and employer do their best, there will be less and less brain drain.我们都知道在当今这个社会的要找到一份合适的工作并不容易。
引发岗位流失英语作文
引发岗位流失英语作文英文回答：Factors contributing to employee turnover are multifaceted and can vary significantly across organizations and industries. However, there are some common themes that emerge consistently in research and anecdotal evidence. Here are some of the key factors that can lead to employee turnover:Lack of growth and development opportunities: Employees who feel their career is stagnant or that they are not being given opportunities to learn and grow are more likely to leave their jobs. This can be particularly true for high-potential employees who are ambitious and eager to advance their careers.Insufficient compensation and benefits: Employees who feel underpaid or undervalued in relation to their peers or the market rate are more likely to seek alternativeemployment opportunities. This is especially true when employees feel that their salaries are not commensurate with their skills, experience, or contributions to the organization.Poor work-life balance: Employees who feel overwhelmed by their workload or who are unable to achieve a healthy work-life balance are more likely to experience burnout and job dissatisfaction. This can lead to presenteeism, reduced productivity, and ultimately, employee turnover.Lack of recognition and appreciation: Employees who feel their contributions are not recognized or appreciated are more likely to become disengaged and seek employment elsewhere. This can be particularly true for employees who are motivated by recognition and feedback.Negative work environment: Employees who experience a negative work environment characterized by low morale, poor leadership, or toxic workplace culture are more likely to leave their jobs. This can be particularly true for employees who are sensitive to workplace dynamics and whoprioritize a positive and supportive work environment.Lack of employee engagement: Employees who are not engaged in their work or who feel disconnected from their organization are more likely to leave. This can be due to a variety of factors, such as lack of autonomy, lack of purpose, or lack of opportunities for involvement in decision-making.Health and personal issues: Employees who are experiencing health or personal issues that impact their ability to work effectively are more likely to leave their jobs. This can be due to physical health conditions, mental health issues, or family obligations.It is important to note that employee turnover is not always a negative outcome. In some cases, it can be a sign of a healthy workforce that is adapting to changing market conditions or organizational restructuring. However, high levels of employee turnover can be a significant problemfor organizations, as it can lead to lost productivity, increased recruiting and training costs, and a decline inmorale.中文回答：导致员工流失的因素是多方面的，并且可能因组织和行业而异。
引发岗位流失英语作文
引发岗位流失英语作文Title: Addressing Employee Turnover in the Workplace。
Employee turnover is a significant concern for many organizations, as it not only disrupts workflow but also incurs costs associated with recruitment, training, and lost productivity. In this essay, we will delve into the factors contributing to employee turnover and explore strategies to mitigate its impact.Firstly, it's crucial to understand the root causes of employee turnover. One common reason is a lack of career advancement opportunities. Employees are more likely to leave an organization if they feel stagnant in their roles and see no prospects for growth. Additionally, poor management and leadership can contribute to turnover, as employees may feel undervalued or unsupported by their superiors. Furthermore, a toxic work culture characterized by high levels of stress, micromanagement, or lack of work-life balance can drive employees to seek employmentelsewhere.To address employee turnover effectively, organizations must adopt proactive measures. One approach is toprioritize employee engagement and satisfaction. This can be achieved through regular feedback mechanisms, recognition programs, and fostering a positive work environment where employees feel valued and appreciated. Providing opportunities for skill development and career advancement is also crucial in retaining top talent. By investing in employee training and offering clear pathways for progression, organizations can demonstrate their commitment to supporting their employees' professional growth.Furthermore, improving leadership and management practices is essential in reducing turnover. Managers should receive training in effective communication,conflict resolution, and coaching techniques to better support their teams. Encouraging open dialogue and transparency can help build trust and foster a sense of belonging among employees. Additionally, implementingflexible work arrangements and promoting work-life balance can improve employee morale and retention.In addition to internal measures, organizations canalso conduct exit interviews to gather insights into why employees are leaving and identify areas for improvement.By understanding the reasons behind turnover, organizations can tailor their retention strategies accordingly. Moreover, conducting regular employee satisfaction surveys can help gauge overall morale and identify any underlying issuesthat need to be addressed.In conclusion, employee turnover poses a significant challenge for organizations, but by implementing proactive measures, it can be mitigated. By prioritizing employee engagement, providing opportunities for growth and development, improving leadership practices, and fosteringa positive work culture, organizations can enhance employee retention and create a more productive and sustainable workforce.。
2015年12月英语四级满分作文：人才流失
大学英语四六级考试/备考辅导2015年12月英语四级满分作文：人才流失作文题目Brain Drain in China1) 中国人才流失的现状;2) 对人才流失的看法;3) 如何解决人才流失。
参考范文Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on theone hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living and working conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure baitfor all kinds of talent.2015年12月英语四级满分作文：人才流失.doc [全文共724字] 编号：6076515。
2016年四级作文题目范文：人才流失
作⽂题⽬Brain Drain in China1) 中国⼈才流失的现状;2) 对⼈才流失的看法;3) 如何解决⼈才流失。
参考范⽂Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on the one hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living and working conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure bait for all kinds of talent.。
2016年大学英语四级满分作文参考：人才流失
作文题目Brain Drain in China1) 中国人才流失的现状;2) 对人才流失的看法;3) 如何解决人才流失。
参考范文Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on the one hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living and working conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure bait for all kinds of talent.。
申论范文：人才流失的影响
申论范文：人才流失的影响我国的人才流失，首先是带走了我国珍贵的、附加在人才身上的知识和技能，对我国科技进步产生了一定程度的负面效应。
据美国全国科学理事会统计，2006年美国大约有35%的科学与工程博士来自外国出生者，而这些外国出生者有22%来自中国大陆，4%来自中国台湾，排在第2名的印度只有14%。
以最为顶尖的诺贝尔奖获得者为例，截至2010年，有11名日本血统的人先后获得自然科学领域的诺贝尔奖，大部分是日本自己培养的；而中国先后有8名华裔获得自然科学领域的诺贝尔奖，但全部都是在海外拿到的诺奖。
第二，大量携带资金的人才也纷纷流失海外，带走了大量的资本。
仅2009年就有3000人投资移民到美国和加拿大，他们投资的总额超过80亿元人民币。
在人民币应用较广的地区，2009年移民转移出去的资金就高达100亿元人民币。
2011年，据各国的移民署和出入境管理局数据显示，我国近一万人通过投资移民移居海外，按照最保守的每人投资额50万美元计算，一年投资移民资金流出50亿美元。
最近三年则有150亿美元流失海外。
这还不包括购房、子女上学和生活旅行等费用，如果都加起来，可能还有很多，这是十分惊人的。
海外投资移民使国内资金大规模流出，在一定程度上影响了国内实体经济的发展。
进入新世纪，中国的很多企业转型开始进军虚拟经济市场，实体经济的发展大大萎缩。
而且实体经济的很多企业由于规模小，资金实力有限，真正可以做到行业或产品创新的很少，同时可以帮助实现创新的、拥有核心技术的企业主又迁往海外，对国内企业自主创新能力的提升将造成损害。
不仅是在资金投入上，而且在人才和技术投入上都对实体经济造成了影响。
第三，大批人才流失海外，对我国逐渐老龄化的社会将形成一定威胁，不利于我国实现战略转型。
目前中国60岁及以上老年人口已达1.85亿，占总人口比例达13.7%。
以此来看，中国已进入老龄化社会。
中国的老龄化是一个规模大且发展迅速的过程，比其他国家都快。
2016年大学英语四级满分作文参考：人才流失
作文题目Brain Drain in China1) 中国人才流失的现状;2) 对人才流失的看法;3) 如何解决人才流失。
参考范文Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on the one hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living and working conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure bait for all kinds of talent.。
- 1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
- 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
- 3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。
2020年四级作文范文参考：人才流失作文题目
Brain Drain in China
1) 中国人才流失的现状;
2) 对人才流失的看法;
3) 如何解决人才流失。
参考范文
Composition for reference Nowadays, one of the most serious problems China is faced with is brain drain. While shortages of talent trouble many universities and state-owned enterprises, millions of talented people either emigrate to developed countries or work for foreign companies. At the same time, a big crowd of well-educated people who are determined to follow their footsteps take TOEFL or GRE as their passport to the West. However, people see this phenomenon in different perspectives. Some hold the opinion that China suffers a lot from brain drain. They argue, on the one hand, that brain drain considerably weakens our international competitiveness. On the other hand, they believe that the talent should serve their native country first. In contrast, others highlight the advantages of international exchange and cooperation. They claim that Chinese youths should go abroad to study and gain more experience. What's more, the long-term benefits will outweigh losses we suffer now. Brain drain poses a challenge. China should go all out to attract talented people in order to better compete in the world. For one thing, decent living and
working conditions should be offered to specialists. For another, we have to better develop our economy, which is a sure bait for all kinds of talent.。