This article introduces the research results of the European Overseas Talent Introduction Strategy Research Team at Guangdong University of Foreign Studies, emphasizing that talent is a national strategic resource and talent competition is the core of comprehensive national strength competition. At present, the research on talent introduction policy in China mainly focuses on domestic policy analysis and policy analysis of some provinces, cities and regions, while the research on foreign talent policy is less, especially in Italy. Italy, as the third largest economy in the European Union, the eighth largest economy in the world, and one of the top ten hardcore technology powers in the world, is attractive to talents from other countries, but its attractiveness has decreased in recent years. This paper uses policy text analysis method and data analysis method to explore the plight of Italian talent development, analyze Italian talent introduction policy, summarize experience, and provide reference for China's talent power strategy.

1. Difficulties in talent development in Italy

The Italian economy has been in a long-term slump, affected by the financial crisis and European debt crisis, resulting in insufficient investment in national research and development funds and weakened talent retention efficiency. The ratio of research and development funding to GDP in Italy is lower than the EU average, the salary and benefits lack competitiveness, and the income growth of university graduates is lower than in other countries. Italy has low talent attraction and ranks low in the Global Talent Competitiveness Index, especially in terms of opportunities for female high-level positions and talent introduction. There is a serious talent outflow in China, with the number of people who leave being 2-3 times that of those who enter, especially young laborers aged 25-34 and highly educated talents. The reserve of R&D personnel is insufficient, and the number of R&D personnel per million population is much lower than the EU average and other countries.

2. Italian talent introduction policies

Italy has implemented overseas talent introduction policies to alleviate talent outflow, including simplified entry procedures, tax exemptions, and financial support. Italy has joined the EU Blue Card Program, lowering entry barriers, simplifying application procedures, and relaxing entry conditions, mainly targeting high-level talents from non EU countries. The policy requires applicants to hold a bachelor's degree or above, with an annual salary not less than 1.5 times the average annual salary in Italy, and to sign a work contract for at least one year. Italy has also introduced policies to simplify the process of academic certification and visa application, reduce visa application barriers, and improve approval efficiency. Tax preferential policies mainly target two groups of people: overseas teaching and research talents and returning staff. By increasing the proportion of personal income tax exemption, the actual income level of talents can be effectively improved. The Italian government and private foundations have established special funding or incentive funds for returning researchers, forming a research fund mechanism that combines public and private sectors, with each having its own focus and complementing each other. The Italian Ministry of Education has launched the "Rita Levi Montaccini Plan" to attract young scholars, experts, and doctoral students who have been engaged in teaching research abroad for a long time to work in Italy. The funding from private foundations mainly comes from non-profit foundations, which establish talent investment projects to support research topics, promote talent development, and ensure talent stability.

3 Special Plan for Talent Introduction in Italy and Its Implementation Results

Italy has implemented special talent introduction programs such as "Talent Return", "Scholar Recruitment", and "Montacchini" to enhance the teaching and research capabilities of universities and their internationalization process. Since 2001, a total of 1254 overseas scholars have been introduced to fund 216 research projects. Among them, the "Talent Return" program provides up to three years of contracts and research funding for foreign scholars, and introduced 488 foreign scholars from 2001 to 2009. The "Scholar Direct Recruitment" program introduced 766 scholars, mainly associate professors, from 2015 to 2020. The "Montargini" program provides funding for foreign scholars to sign three-year contracts, and those who perform well will be awarded the title of associate professor. These plans have effectively enhanced the academic competitiveness of Italian universities, increasing the number of universities on the world university academic rankings from 22 in 2003 to 40 in 2023. At the same time, it has promoted the internationalization of courses, significantly increased the number of English taught majors, and increased the English publication of scientific research results. In addition, the addition of overseas teaching staff has also promoted the improvement of talent cultivation quality, and the employment rate and salary level of graduates have increased.

4. Experience of Talent Introduction in Italy

The talent introduction policy in Italy covers aspects such as entry policies, tax exemptions, and research funding. By continuously updating policies to meet actual needs, the effectiveness of policies can be improved. Italy has simplified the process of academic certification and entry application, increased tax exemptions, and increased funding for talent introduction projects. However, tax incentives have not significantly increased the number of overseas teaching and research personnel, as Italian universities face issues such as opaque recruitment mechanisms and lack of attractive employment prospects. Therefore, tax policies need to be combined with university reforms to fundamentally solve the problem of personnel outflow.

5 Conclusion

Emphasis was placed on the importance of talent in a knowledge-based society, and it was pointed out that Italy is facing problems such as insufficient talent attraction, severe turnover, and a shortage of research and development personnel. To address these issues, Italy has implemented a series of policies targeting overseas talents, including simplified entry procedures, personal income tax reductions, and research funding, and has launched special programs such as "Talent Return", "Scholar Direct Recruitment", and "Montacchini". These policies have achieved certain results, but there are also shortcomings, such as the tax incentives for university teaching and research personnel failing to solve the problem of promotion system. The article suggests continuous monitoring and updating of policies, combining tax incentives with university reforms to ensure the long-term effectiveness of policies, and hopes that Italy's experience can provide reference for China.