人才市场的体制问题,一直是困扰人才市场发展的主要障碍。纵观全国人才市场,会发现一个共性:即各人才市场的各项服务业务从抓住市场需求、到提供服务、再到发展和完善服务,在业务层面顺应市场变化趋势,发展得非常顺利。但一旦触及市场体制,就遇到想象不到的强大阻力。这种阻力来自方方面面。既有外部阻力,也有内部阻力。既有体制自身问题,也有人为因素。由于政府办人才市场的发展前景不明,致使民办及其他形式的人才机构的发展也受到影响,进而使整个人才市场体系的发展严重滞后。尽管部分地区大胆创新,大胆突破,但理论上的问题没有得到根本解决,所有的实践也都变成了“摸着石头过河”。本文试图从理论层面对人才市场的体制问题作一番探讨,以期对人才市 The institutional problems in the talent market have always been the main obstacle to the development of the talent market. Looking at the national talent market, we find one thing in common: the various service businesses in each talent market have developed smoothly from seizing the market demand, to providing services, to developing and improving their services, and conforming to market trends at the operational level. However, once it touches on the market system, it encounters a powerful resistance that can not be imagined. This resistance comes from all aspects. Both external resistance, but also internal resistance. Both the existing system problems, but also human factors. Due to the unclear development prospects of the government-run talent market, the development of private-run and other forms of talent agencies is also affected, which in turn has seriously lagged the development of the entire talent market system. Although bold innovations and bold breakthroughs have been made in some areas, the theoretical problems have not been fundamentally solved and all the practices have become “crossing the river by feeling the stones.” This article attempts to discuss the system of talent market from a theoretical perspective, with a view to talent market