Abstract: As an important innovation resource, high-tech talents are the primary resource for all kinds of employers, especially for universities, research institutes and high-tech enterprises. As an important means for employers to attract and stabilize talents, welfare policy has become the trump card in the "war for talents" in major cities and employers in recent years. In order to help employers make better use of limited resources and formulate competitive welfare policies, and in order to increase the attractiveness of talents and prevent brain drain as well, this study proposes the concept framework of workplace amenities system based on amenity theory. The framework is made of four layers of amenities, namely survival amenities (the core layer), living amenities (the middle layer), mental amenities (the perisphere layer) and environmental amenities (the outer layer). Taking this concept as an analytical framework, we use several common management methods, including interviews, questionnaire surveys, literature research, text analysis and so on, to analyze talent attraction and stabilization policies of well-known universities, enterprises, and scientific research institutions at home and abroad, that is from 7 employers (Chinese Academy of Sciences, Peking University, Tsinghua University, Jingdong Group, Alibaba Group, Hong Kong University of Science and Technology, and Stanford university). The results show that the 14 policies focus on the core amenities, namely house (purchase, rent, etc.), health (medical treatment, insurance, etc.) and home (enrolment of children, placement of spouse, etc.). It is found that in different regions, the workplace amenities provided by employers with different nature have the characteristics of convergence, focusing on providing survival amenities and living amenities, with taking the housing, health and family-related services as the core amenities. Furthermore, we take the “3H” project of the Chinese Academy of Sciences (namely the HOUSING project, the HOME project and the HEALTH project) as an example, to research the different effect of core amenities elements on attracting and stabilizing talents. It is found that the needs of scientific researchers for core amenities are in order. The order from strong to weak is: HOUSING> HOME> HEALTH. According to these findings, the workplace amenities strategy is proposed for employers to attract and stabilize talents. Firstly, make use of the comfort system of the city, including the city's public facilities and services, natural environment, cultural and social comfort, etc., to develop corresponding strategies for the company to attract talents. For example, enterprises and institutions in Beijing can take advantage of Beijing's hukou indicator (including work and residence permit, integral settlement), conveniently located staff dormitories, and the cultural environment of the enterprise itself to attract talents. Secondly, maximize the use of limited resources, build a workplace amenities system with housing, health and home as the core, with the most attractive three services of housing, children's education and health management as the means to attract talents, and give the most powerful policies to the most critical talents; Thirdly, in the case of limited resources, according to the different effects of core amenities on talent attraction, differentiated and personalized workplace amenities strategies should be developed for key talents and general talents.