[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fa2w1ayzaOOGyqYCsvZaRDglQpZTtfyyvap---uKCVfU":3},{"code":4,"msg":5,"data":6},200,"操作成功",{"id":7,"title":8,"content":9,"digest":10,"source":10,"coverPath":11,"thumbsCoverPath":12,"isTop":13,"isShow":14,"baseClick":13,"clickCount":15,"createTime":16,"typeId":17,"isNewest":18,"newsInfoTypeRespVo":19,"voiceUrl":22,"voiceSize":23,"taskId":24,"releaseTime":25,"titleEn":26,"contentEn":27,"voiceUrlEn":28,"taskIdEn":29,"voiceSizeEn":30},1321,"美国发布《美国人才战略：为黄金时代打造劳动力队伍》报告","\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">近日，美国劳工部、商务部与教育部联合发布《美国人才战略：为黄金时代打造劳动力队伍》（America’s Talent Strategy: Building the Workforce for the Golden Age）报告，阐述了特朗普政府为实现经济再工业化、主导人工智能（AI）前沿领域并重塑国家繁荣所制定的全面劳动力发展框架。该战略旨在回应美国企业在人才供应方面的迫切需求，整合碎片化的培训体系，提升劳动力项目的实效性，并为工人提供更多非四年制学位之外的高技能发展路径。\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">一、背景与挑战\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">报告指出，美国长期以来依赖“全民上大学”模式培养劳动力，但这一方式未能有效满足雇主与劳动者的双重需求。当前劳动力培训体系存在多项结构性问题：\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">1.人才管道不足：\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">企业难以找到具备关键技能的员工，尤其在制造业、半导体、航空航天、生物医药等关系国家经济安全的行业；\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">2.劳动力参与率下降：\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">超过2100万25至54岁的美国人未进入劳动力市场，老龄化加剧进一步凸显人才断层；\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">3.系统碎片化：\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">联邦劳动力项目分散于多个部门，规则不统一、数据不互通，导致服务重复、效率低下；\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">4.缺乏问责机制：\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">数十亿美元的年投入缺乏统一绩效评估标准，许多培训项目未能有效帮助学员获得高薪工作；\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">5.AI技术冲击：\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">AI正迅速改变就业市场结构，现有教育与培训体系难以快速适应技能需求的变化。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">二、五大战略支柱\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">为应对上述挑战，报告提出以五大支柱为核心的系统性改革方案：\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">1.支柱一：行业主导型战略\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">（Industry-Driven Strategies）：建立以行业为主导、与国家经济战略优先领域对齐的可靠人才通道\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">强调以雇主需求为核心，构建与经济优先领域对齐的人才管道。具体措施包括：扩大“注册学徒制”（Registered Apprenticeships）规模，目标突破100万学徒；推动企业与学校、社区学院合作，开发“双录取项目”和职业路径；通过“行业技能培训基金”支持企业开展在职员工技能提升培训；加强职业与技术教育（CTE）与劳动力市场的对接。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">2.支柱二：劳动力流动性\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">（Worker Mobility）：通过技术创新与劳动力市场数据应用，扩大劳动力规模并促进职业发展\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">通过技术工具与数据系统提升劳动力市场的透明性与流动性：建立新一代劳动力信息系统，提供实时、本地化、可操作的职业情报；推广基于能力的评估（competency-based assessments）和微证书（micro-credentials）；支持退伍军人、前服刑人员等群体重返劳动力市场；开发“自给自足工具”帮助工人规划职业路径并克服福利悬崖（benefits cliff）。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">3.支柱三：一体化体系\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">（Integrated Systems）：以高效协同的整合系统取代碎片化、重复化的劳动力服务网络\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">打破联邦、州与地方项目之间的壁垒，构建统一、高效的服务体系：推动立法整合多项劳动力项目为“让美国再次伟大”（MASA）拨款，赋予各州更大使用灵活性；重组联邦统计机构（如劳工统计局、经济分析局、人口普查局）至商务部旗下，提升数据协同效率；简化行政管理流程，减少重复报表，推动跨项目资格互认与数据共享。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">4.支柱四：问责制\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">（Accountability）：通过投资结果挂钩与绩效约束，确保联邦资助的劳动力项目实现可衡量的成效\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">建立以结果为导向的资助与评估机制：统一绩效指标，包括就业率、收入增长、证书获取率和投资回报率；淘汰低效项目（如Job Corps和SCSEP），将资金转向成效显著的培训提供者；推广“按绩效付费”（pay-for-performance）合同模式；加强劳动力项目参与者身份审核，确保仅服务合法工作者。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">5.支柱五：灵活性与创新\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">（Flexibility & Innovation）：构建匹配AI驱动经济转型速度与规模的新型劳动力创新模式\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">应对AI带来的经济转型，推动系统敏捷响应：利用《劳动力创新和机会法案》（WIOA）豁免权鼓励各州开展创新试点；设立“AI劳动力研究中心”，研究AI对就业市场的影响并制定应对策略；发布全国性AI素养框架，将AI技能培训纳入职业教育和学徒体系；支持区域性AI学习网络和社区学院AI中心建设，推动快速再培训。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">三、实施路径与预期影响\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">报告强调将利用现有法律权限与预算资源推进改革，部分措施需通过立法实现（如MASA提案和统计机构重组）。各部门将通过跨机构协议协同行动，确保政策一致性与资源整合。该战略预期将显著提升美国劳动力市场的效率与包容性，支持关键行业的人才需求，帮助更多美国人进入高薪职业路径，最终推动经济持续增长与国家竞争力提升。\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>更多信息请参阅：\u003C\u002Fp>\u003Cp>https:\u002F\u002Fwww.commerce.gov\u002Fsites\u002Fdefault\u002Ffiles\u002F2025-08\u002FAmericas-Talent-Strategy-Building-the-Workforce-for-the-Golden-Age.pdf\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(187, 187, 187);\">【新闻来源】搜狐 编译自：美国商务部，2025-08-12 编译者：上海师范大学国际与比较教育研究院 周诺男 \u003C\u002Fspan>\u003Ca href=\"https:\u002F\u002Fwww.sohu.com\u002Fa\u002F928280516_121123998\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(187, 187, 187);\">https:\u002F\u002Fwww.sohu.com\u002Fa\u002F928280516_121123998\u003C\u002Fa>\u003C\u002Fp>\u003Cp class=\"ql-align-justify\">\u003Cspan style=\"color: rgb(187, 187, 187);\">（本网转发此文章，旨在为读者提供更多的信息资讯，所涉内容不构成投资、消费建议。文章事实如有疑问，请与有关方核实，文章观点非本网观点，仅供读者参考。）\u003C\u002Fspan>\u003C\u002Fp>","","https:\u002F\u002Fimage.51xinwei.com\u002F2025\u002F09\u002F1e6378e2ef934b5ab819c823f7acdc69\u002F行业变革.jpg","https:\u002F\u002Fimage.51xinwei.com\u002F2025\u002F09\u002Fthumbs\u002F1e6378e2ef934b5ab819c823f7acdc69\u002F行业变革.jpg",0,1,43,"2025-09-03 18:18",2,false,{"id":17,"name":20,"enName":21},"芯位视野","Xinwei Vision","https:\u002F\u002Fxinwei-dev-test.oss-cn-shenzhen.aliyuncs.com\u002Fintelligent\u002Faudio%3Adc07b5ca-1e05-4406-9ef6-604d9f09ba86%3A0.wav?Expires=1756948850&OSSAccessKeyId=LTAI5tNvY2RkKjZw4LLWsrPK&Signature=2d9S097V4y6R6kgytXHAoIB0Vcg%3D",9631836,"dc07b5ca-1e05-4406-9ef6-604d9f09ba86","2025-09-03 18:11","United States Releases Report \"America’s Talent Strategy: Building the Workforce for the Golden Age\"","\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">Recently, the U.S. Department of Labor, Department of Commerce, and Department of Education jointly released the report \"America’s Talent Strategy: Building the Workforce for the Golden Age,\" which outlines the comprehensive workforce development framework established by the Trump administration to achieve economic reindustrialization, lead in the forefront of artificial intelligence (AI), and reshape national prosperity. The strategy aims to respond to the urgent needs of U.S. companies for talent supply, integrate fragmented training systems, enhance the effectiveness of workforce programs, and provide workers with more high-skill development pathways beyond traditional four-year degrees.\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">I. Background and Challenges\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">The report points out that the United States has long relied on a \"universal college education\" model to train the labor force, but this approach has failed to effectively meet the dual demands of employers and workers. The current workforce training system faces multiple structural problems:\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">1. Insufficient talent pipeline:\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Companies struggle to find employees with key skills, especially in industries critical to national economic security such as manufacturing, semiconductors, aerospace, and biomedicine;\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">2. Declining labor force participation rate:\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Over 21 million Americans aged 25 to 54 are not in the labor market, and an aging population further highlights the talent gap;\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">3. Fragmented system:\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Federal workforce programs are scattered across multiple departments, with inconsistent rules and non-interoperable data, leading to repeated services and low efficiency;\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">4. Lack of accountability mechanism:\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Billions of dollars in annual investment lack unified performance evaluation standards, and many training programs fail to effectively help participants secure well-paying jobs;\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">5. Impact of AI technology:\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">AI is rapidly changing the structure of the job market, and the existing education and training systems struggle to quickly adapt to changes in skill demands.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">II. Five Strategic Pillars\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">To address these challenges, the report proposes a systematic reform plan centered around five pillars:\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">1. Pillar One: Industry-Driven Strategies\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">(Industry-Driven Strategies): Establish reliable talent channels aligned with industry-led national economic strategic priorities\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Emphasizing employer needs, it focuses on building talent pipelines aligned with economic priority areas. Specific measures include: expanding the scale of \"Registered Apprenticeships\" with a goal of exceeding one million apprentices; promoting collaboration between companies, schools, and community colleges to develop \"dual enrollment\" programs and career pathways; supporting in-house employee skill enhancement training through \"Industry Training Fund\"; strengthening the connection between Career and Technical Education (CTE) and the labor market.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">2. Pillar Two: Worker Mobility\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">(Worker Mobility): Expand the labor force size and promote career development through technological innovation and application of labor market data\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Enhancing transparency and mobility in the labor market through technological tools and data systems: establishing a new generation of labor information systems providing real-time, localized, and actionable occupational intelligence; promoting competency-based assessments and micro-credentials; supporting the return to the labor market of groups such as veterans and formerly incarcerated individuals; developing \"self-sufficiency tools\" to help workers plan their career paths and overcome the benefits cliff.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">3. Pillar Three: Integrated Systems\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">(Integrated Systems): Replace fragmented and redundant labor service networks with efficient and integrated systems\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Breaking down barriers between federal, state, and local programs to build a unified and efficient service system: promoting legislation to consolidate multiple labor programs into the \"Make America Stronger Act\" (MASA) funding, granting states greater flexibility in usage; reorganizing federal statistical agencies (such as the Bureau of Labor Statistics, the Bureau of Economic Analysis, and the Census Bureau) under the Department of Commerce to improve data coordination efficiency; streamlining administrative procedures, reducing repetitive reporting, and promoting cross-program qualification recognition and data sharing.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">4. Pillar Four: Accountability\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">(Accountability): Ensure measurable outcomes from federal-funded workforce programs through result-oriented investments and performance constraints\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Establishing a results-driven funding and evaluation mechanism: standardizing performance indicators including employment rates, income growth, certificate acquisition rates, and return on investment; phasing out inefficient programs (such as Job Corps and SCSEP) and redirecting funds to effective training providers; promoting \"pay-for-performance\" contract models; enhancing identity verification of participants in workforce programs to ensure services are only provided to legal workers.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">5. Pillar Five: Flexibility & Innovation\u003C\u002Fstrong>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">(Flexibility & Innovation): Build a new workforce innovation model that matches the speed and scale of AI-driven economic transformation\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">Responding to economic transformation driven by AI, promoting agile system responses: using the exemption rights of the Workforce Innovation and Opportunity Act (WIOA) to encourage states to conduct innovative pilot projects; establishing an \"AI Workforce Research Center\" to study the impact of AI on the job market and develop response strategies; issuing a national AI literacy framework integrating AI skills training into vocational education and apprenticeship systems; supporting regional AI learning networks and community college AI centers to promote rapid reskilling.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cstrong class=\"ql-lineHeight-1-75\" style=\"font-size: 18px; color: rgb(255, 153, 0);\">III. Implementation Pathways and Expected Impacts\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan class=\"ql-lineHeight-1-75\" style=\"font-size: 18px;\">The report emphasizes using existing legal authorities and budget resources to advance reforms, with some measures requiring legislative action (such as the MASA proposal and restructuring of statistical agencies). Departments will work together through interagency agreements to ensure policy consistency and resource integration. This strategy is expected to significantly improve the efficiency and inclusiveness of the U.S. labor market, support talent demands in key industries, help more Americans enter high-paying career paths, and ultimately drive sustained economic growth and national competitiveness.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>For more information, please refer to:\u003C\u002Fp>\u003Cp>https:\u002F\u002Fwww.commerce.gov\u002Fsites\u002Fdefault\u002Ffiles\u002F2025-08\u002FAmericas-Talent-Strategy-Building-the-Workforce-for-the-Golden-Age.pdf\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(187, 187, 187);\">[News Source] Sohu, translated from: U.S. Department of Commerce, August 12, 2025, translator: Zhou Nuonan, Institute of International and Comparative Education, Shanghai Normal University \u003C\u002Fspan>\u003Ca href=\"https:\u002F\u002Fwww.sohu.com\u002Fa\u002F928280516_121123998\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(187, 187, 187);\">https:\u002F\u002Fwww.sohu.com\u002Fa\u002F928280516_121123998\u003C\u002Fa>\u003C\u002Fp>\u003Cp class=\"ql-align-justify\">\u003Cspan style=\"color: rgb(187, 187, 187);\">（This article is forwarded by this website to provide readers with more information and news. The content does not constitute investment or consumption advice. If there are any questions about the facts in the article, please verify with the relevant parties. The views expressed in the article are not the views of this website and are for reference only.）\u003C\u002Fspan>\u003C\u002Fp>","https:\u002F\u002Fxinwei-dev-test.oss-cn-shenzhen.aliyuncs.com\u002Fintelligent\u002Faudio%3Afcd668f6-4112-4c2b-b05c-166afa113de8%3A0.wav?Expires=1774838478&OSSAccessKeyId=LTAI5tNvY2RkKjZw4LLWsrPK&Signature=IIOuBilTbLoCibUh%2B%2B4YeRcksM8%3D","fcd668f6-4112-4c2b-b05c-166afa113de8",13026432]