养老服务人才“荒”的多层影响因素与协同治理路径
Multi-Layer Influencing Factors and Collaborative Governance Paths of the “Shortage” of Elderly Service Talents

老龄化加剧下，我国养老行业面临人才短缺与质量不足的挑战，供需缺口显著。新型养老模式的兴起，更是加剧了对高素质、技术型人才的渴求。然而，现有从业者存在结构失衡、技能断层、人才流失等诸多问题，难以满足多样化需求，亟需加强人才培养与保留。文章从我国养老服务人才“荒”的现状出发，深入分析其背后原因，并基于协同治理理论，提出政府、社会、院校、行业及个体层面五大主体间紧密合作的行动建议，以期为破局养老服务人才“荒”提供新思路。
Under the intensification of aging, China’s pension industry is facing the challenge of talent shortage and insufficient quality, and the gap between supply and demand is significant. The rise of the new pension model has intensified the thirst for high-quality and technical talents. However, there are many problems, such as structural imbalance, skill gap, and brain drain among existing practitioners, which make it difficult to meet the diversified needs, and it is urgent to strengthen the cultivation and retention of talents. This paper starts from the status quo of the “shortage” of pension service talents, analyzes the reasons behind it in depth, and based on the theory of collaborative governance, puts forward action suggestions for close cooperation between the five main bodies of government, society, universities, industries and individuals, in order to provide new ideas for breaking the “shortage” of pension service talents.