Abstract: Classification of talents is the "bottom" basic problem of talent-related work and talent-related research. At the national level, guided by the practice of talent-related work, China has established a classification framework composed of six talent teams and a talent-related work system based on this classification framework. Local government departments and industry management departments have also established various forms of talent categories in their work practice. However, through field research and questionnaire survey, it is found that there are six prominent problems in the existing classification framework of talents, namely, the basis of talent classification is not uniform, the logical architecture of talent classification is inconsistent, the results of talent classification overlap with each other, poor convergence of statistical data based on talent classification, the guidance of classification framework for talent-related work practice is insufficient, specific talent categories are not compatible with high-quality development. In view of the fact that the existing classification framework of talents can no longer meet the development needs of the strategy on developing a quality workforce in the new era, starting from the evolution of the classification framework and the practical exploration of talent classification, this study systematically analyzes the context and practical needs of talent category adjustment. From the theoretical level, the study divides the concept of talent into three levels: macro, meso and micro, and makes it clear that "talent" in talent classification belongs to meso concept. From the operational level, combined with the development needs of the strategy on developing a quality workforce in the new era and the characteristics of talent-related work, it is proposed that the operational definition of talents should be further narrowed, the connotation of talents should be more focused on scientific and technological talents, and the standards for defining talents should be improved. Accordingly, the focus of talent-related work can be better defined and valuable management activities can be targeted. On this basis, the study puts forward the logic of optimizing the talent classification framework, that is, introducing relevant theories of occupational classification, combining practical experience with theory; coordinating the demand of multiple subjects on the supply side and demand side. The basic ideas of talent classification in the new era are: it should serve the national strategic development and the needs of local government to carry out talent-related work; formulate scientific and clear criteria for talent classification; build a unified two-tier talent classification framework; dynamically adjust talent categories according to strategic needs; continuously improve the management and application of talent classification. Finally, this study proposes four types of talent classification: First, on the basis of the existing classification, it is simplified into three categories: management talents, professional and technical talents, highly-skilled talents. Second, combining with the classification of occupations, it is reconstructed into five categories: management talents, scientific and technological talents, professional talents, technical and professional auxiliary talents, and rural revitalization talents. Third, according to the official talent evaluation mechanism, the scope of "talents" is defined, and "talents" is divided into three categories: talents with professional titles, talents with occupational qualifications, and talents with vocational skills. Fourth, according to the “Code of Occupational Classification of the People's Republic of China”, it is divided into six categories: management talents, professional and technical talents, administrative/production services/life services talents, safety/fire protection talents, agricultural, forestry, animal husbandry and fishery production talents, and talents with manufacturing skills.