In recent years, local governments have introduced a large number of talent policies, hoping to form the scale advantage of regional S&T human resources by establish talent policy system which covering top S&T talents, young researchers, and even the undergraduate and graduate students. To meet the needs of national and regional talents macro management, the paper puts forward the measurement method of regional S&T human resources based on the definition put forward by OECD, and adapts to the current situation of China's basic statistical data. The regional distribution of China's S&T human resources is still very uneven, and highly concentrated in the eastern region, brain drain in the central and western regions are still serious. According to the empirical research results of influencing factors, regional economic development, the scale of high-tech industry, regional higher education, regional innovation capability and the living environment have significant impact on R&D professionals. But for the wider S&T human resources, the R&D investment and income has low correlation with the agglomeration. The scale of high-tech industry and the level of regional higher education are common agglomeration factors in different region, while eastern S&T talents agglomeration are also significantly influenced by salary, life cost and regional innovation capability, and western S&T talents pay more attention to the regional economic development. The developed eastern region continues need to let the market mechanism play the basic role in the allocation of human resources. The central and western regions may need to attach great importance to building a platform for the S&T talents, gradually reduce the direct intervention of policies on the flow of talents, and indirectly guide talents to gather through the layout of S&T forces.