County Personnel Bureau work ideas

Grasping the Institutional Mechanism, Innovating, and Promoting the Leap-forward Development of the County Personnel Bureau In recent years, under the careful guidance of the superior personnel department, we have closely focused on the goal of “multiplying economically and environmentally superior” proposed by the county party committee and the county government, with emancipation of thought as the guide. Taking reform and innovation as the driving force, taking talent development as the main line, strengthening mechanism and system innovation, continuously deepening the "two adjustments" of personnel work, and striving to provide high-quality personnel talent guarantee for the county's economic development and social progress, and various personnel work. All of them have made new progress. For four consecutive years, they have been rated as the advanced collective of the city's personnel system comprehensive work and the advanced unit of the postal responsibility system of the county government. Jianhu County has been rated as an advanced collective of human resources development by the municipal party committee and the municipal government for three consecutive years. More than 10 individual tasks such as the development of overall talent resources, the implementation of the civil service system, the evaluation of professional titles, the continuing education of professional and technical personnel, the reform of public institutions, the establishment of institutions, the legal education of civil servants, and personnel publicity have been commended and affirmed by the provinces and municipalities. The year is the key year for the county to implement the "economic doubled, environmentally superior" strategy to achieve the staged results. It is of great significance to do a good job in personnel selection for next year. We will follow the implementation of the "five plans" in accordance with the Third Plenary Session of the XX Session. "To achieve the requirements of "five adherences", further emancipate the mind, advance with the times, forge ahead, strive to take new steps in system construction and institutional innovation, and constantly improve personnel management that is compatible with the socialist market economic system. system.
First, focus on building excellent talent groups and promote the development of overall talent resources to a new level. Up to now, the county has 31,160 people of all types and at all levels, accounting for 3.77% of the total population; the total number of professionals in the engineering sector is relatively short. The number of talents with high education level has increased year by year. There are 7 graduate students, 2336 university students and 6,550 junior college students. At the present and future stages, we will continue to profoundly understand the spirit of the Central Political Bureau's meeting on May 23, in accordance with the principle of "party-management talents" and "make bigger, higher quality, revitalize stocks, and form advantages." The idea has firmly grasped the string of talent development, adopted extraordinary measures, and made strong work articles, and achieved some positive results.
1. Grasp the introduction, update the talent policy, and attract talents with more favorable treatment and conditions. An open economy requires extraordinary work in talent work. In recent years, our county has vigorously adjusted the preferential policies for talent introduction, and relaxed the policy restrictions for institutions and institutions to receive high-level shortages of professional graduates, and introduced nearly 300 graduates from universities and colleges. In the first half of this year, the county once again adjusted the talent policy, clarifying that the Ph.D. graduates who are employed in the city will be recommended by the county's higher-level organization departments to serve as deputy director-level leadership positions. The master's graduates will be selected as department-level leadership positions, doctoral and master's degrees. The personnel relations of the graduates are placed in the county party and government organs; the personnel relations of the graduates of the university department are all placed in the county-level institutions. Doctors, masters, and university graduates can choose to work in one or more enterprise units. During the work of the enterprise, the organization or institution of the relationship will pay wages according to the same standard of personnel. The enterprise can give corresponding amount according to the contribution. remuneration. Undergraduate college graduates under the age of 35 apply for the county-level leadership positions are not subject to their duties, years of work, professional, and post restrictions. After the publicity of these preferential policies through the news media and the Internet, the response was positive. In the next year, we will work hard to improve and improve the original series of personnel talent policies, further improve the preferential measures for the introduction of high-level talents, and use more flexible policies and mechanisms to recruit talents and retain talents. First, we will further open the door and introduce the talents. We will send a letter of contact to more than a thousand graduates of the University of Huzhou to introduce the preferential policies for introducing talents in their hometowns, and encourage them to return to their hometowns to make contributions. Second, the introduction of high-level and shortage of professional talents will be combined with the construction of county development zones and backbone enterprises, and special activities will be carried out to establish a “green channel” for talents, especially senior talents, to build a complex operation. Management talent. The third is to increase the introduction of foreign intelligence, and guide and help more companies to use this on the basis of the existing intellectual cooperation between the existing Senda Group and Italian shoemaking, Miramar and German lacquer. The new type of introduction is a form of intelligence.
2. Grasp the use, optimize the operation mechanism, and build excellent talent groups. First, we must resolutely break the phenomenon of seniority, deepen the reform of the distribution system, and actively promote the post salary system, the project wage system, the agreed wage system, the subject wage system, and the annual salary system for science and technology personnel, so that the income of talents is linked to the value created and the contribution made. The second is to further reform the professional and technical job evaluation system, and directly link work performance with job promotion and salary reward. The third is to further improve the reward mechanism for scientific and technological talents. It is necessary to set high-level talents and top-notch talent subsidy standards, reward scientific and technological talents with outstanding contributions, and strive to form a new employment mechanism that respects talents, encourages entrepreneurship, and promotes outstanding talents to stand out. Fourth, continue to provide free job registration and recommendation services for laid-off professional and technical personnel and management personnel, and serve as a guide for reemployment of laid-off technology talents. The fifth is to strengthen the development and management of local talents. Continue to rely on the training institutions of Nanjing University of Economics and Yangzhou University. In the next two years, we will send 100 outstanding local talents to higher education institutions to receive training, promote the updating of local talents, and improve the scientific and technological innovation ability of local talents; The graduates from the colleges and universities have been employed by 60 private research institutes in the county to help private scientific research institutions improve their scientific and technological service standards.
3. Grasp training, update the training system, and vigorously cultivate high-quality talents. First, continue to entrust more than ten colleges and universities such as Nanjing University of Aeronautics and Astronautics, Suzhou University of Science and Technology, Jiangsu University, and Yangzhou University to help the county enterprises to train about 100 practical talents who can use and retain makeup. Second, they are top talents. In the training, we will work with relevant departments to send about 100 young reserve cadres to Shanghai, Zhejiang and southern Jiangsu to work and attract investment, organize 50 outstanding technical and technical backbones to study in economically developed areas, and trace the industry's advanced technology. The third is to summarize and promote the experience and practice of Senda Group in establishing training bases in Italy, and accelerate the training of high-level talents. The plan will select 20 or so county-level “excellent top talents” to enjoy special allowances and select the scope of the training. State-owned enterprises and institutions have expanded to non-public economic organizations.
Second, focus on building a personnel management system that meets the needs of the market economy, and promote new achievements in the personnel preparation work. To achieve a leap-forward development in the new practical and new stage of personnel preparation, the key is to promote the innovation of the personnel establishment work mechanism and management system, and improve The standardization of personnel establishment and the standardization of legalization, enrich and develop the public service functions of the personnel establishment department, and meet the needs of the increasingly diverse social and economic organizations for personnel preparation.
1. There must be new progress in the reform of public institutions. Since XX, our county has successively organized and implemented three reforms of the property rights system of township institutions, county-owned institutions and institutions. At present, the reform of township institutions is basically in place; the number of township institutions has been reduced from 225 to 109, and the streamlining rate has been 53%; the staffing has been reduced from 1,600 to 1,120, and the streamlining rate has been 30%; its personnel are from the original 1344. The number of people was reduced to 865, and the number of people was reduced by 479, with a reduction rate of 35.6%. In addition, 890 people were retired. The reform of county-level institutions has been fully launched; 12 institutions have been restored.

And adjusted 17 institutions, 2 newly established institutions; 18 units implementing property rights reform, 34 overall reductions; re-adjustment of the original establishment, the original preparation of 5,449, the current reduction of 1152; Through the implementation of internal reforms, the number of people in the system was reduced by 10% to 4,514 people, 447 people were streamlined, and 844 people in the reform of property rights system were implemented. They were managed as enterprises or non-enterprise units and exited the sequence of institutions. The reform of the property rights system of public institutions has been steadily advanced; 18 institutions have been included in the reform of the first batch of property rights system, and 2 have been fully restructured so far. The restructuring plan has been discussed and approved by the government executive meeting, and 4 companies are being organized and implemented. Another five units have formed a preliminary plan, which will be submitted to the government for discussion in the near future, and strive to be implemented in place before the end of the year. In the year of the year, we plan to focus on the following three aspects in the reform of public institutions: First, expand the depth and breadth of the reform of the property rights system. On the basis of completing the reform of the 18 units of property rights system, we will strengthen the reform of health units and some schools and cultural units, establish new types of information and consulting intermediaries, and strive to implement more production and management and technology intermediary institutions. Privately reformed, and gradually realized the transformation from government to business to society and capable people. The second is to strengthen and improve the construction of agricultural technology extension service system. According to the Provincial Government's approval of the Provincial Notices on Strengthening and Improving the Relevant Issues Concerning the Construction of Agricultural Technology Extension Service System and the Minutes of the Office of the Secretary of the Municipal Party Committee, we will promptly introduce comprehensive reform plans to scientifically define the division of public welfare and operational agriculture. Technology promotion service functions, and as soon as possible through the implementation of open recruitment and competition for employment to determine public welfare personnel. The third is to establish a post management system for public institutions. It mainly includes post setting, post-employment, post appointment, post-employment salary, target assessment, dismissal and resignation, etc., and incorporates some basic contents of the reform of the institution into the normal management track, and adjusts and optimizes the post structure and personnel of the institution. Structure, speed up the transformation of the employment mechanism of public institutions.
2. There must be new measures in the management of civil servants. First, improve the civil service assessment index system and quantitative methods led by quantitative assessment, and expand the tentacles of assessment, and incorporate the law-abiding and compliance cases of civil servants beyond 8 hours into the assessment scope, and strive to promote the standardization of assessment work. From next year, we will issue a recommendation letter for the promotion of appointments for civil servants whose annual assessment results are "excellent" for three consecutive years, and promptly promote the people who are supported by the public, who have political achievements, want to do, competent and practical work, to the leadership positions. . At the same time, it is necessary to issue a letter of recommendation for the promotion of professional titles for professional and technical personnel whose annual assessment results are “excellent” for three consecutive years. The second is to use competition as the driving force to improve the competition for posts, rotation exchanges, and classified management systems. The plan is to conduct a large-scale, inter-departmental rotation exchange for personnel who have served in the same position for more than five years in the county and township organs to stimulate the vitality of the organs. The third is to summarize and promote the experience and practice of the county economic development zone to implement the employment system reform for the staff. Select 1-2 township and county direct units to expand the pilot system and try to break the effective ways and methods of the “iron rice bowl”.
3. There must be new breakthroughs in the management of professional titles. There are 25,130 professional and technical personnel in the county, including 570 seniors, 5,585 intermediates and 18,975 juniors. In order to play the role of this talented army, we actively explore new ways of professional title reform. First, we must focus on the construction of the "professional and technical personnel title website." At present, our county is paying close attention to the basic information collection of professional and technical personnel. It is estimated that by the end of the year, the county's professional and technical personnel will establish a basic information management system, and strive to build a professional and technical personnel to continue the education website at the beginning of next year. At that time, the county's professional and technical personnel will be public. Subject training and four professional trainings in education, health, agriculture and architecture will all be conducted online. Second, it is necessary to continue to increase the intensity of appointment management according to the requirements of separation of evaluation and employment. All new posts with different appointments, natural reductions, vacancies and different positions will be employed through open competition. The third is to actively promote the evaluation of farmers' titles according to the requirements of evaluation and management. It is necessary to further explore the assessment management methods for the titles of farmers' technical personnel, and guide the local talents to play a role in demonstrating radiation and lead the surrounding people to become rich together.
4. There must be a new look in the organization and management of the organization. Since the beginning of this year, we have vigorously promoted the standardized management of institutions and personnel establishments of government agencies and institutions, strictly examined and approved the establishment of institutions, and withdrew four departments at the department level, and reduced 102 types of establishments. The staff establishment of institutions and institutions continued to show negative growth; Organize the implementation of the institutional reform of the group organs, and comprehensively complete the tasks of the institutional reform of the county and town organs. The focus of institutional preparation next year is mainly to do a good job in the investigation of the new round of reform of party and government institutions and the comprehensive supporting reform of public institutions: in the reform of party and government institutions, we must focus on transforming government functions and solving outstanding problems in the administrative management system. Issues of separation of government and enterprise and government affairs; definition and transformation of government functions; repeated establishment of institutions, multi-head management, cross-management issues; establishment of institutions within township and townships, etc., to understand the problems existing in the current operational mechanism Master the first-hand information and come up with specific proposals. On the one hand, in the reform of public institutions, on the one hand, it is necessary to intensify the reform of the property rights system. According to the needs of the society and the current situation of the county, the plan is to carry out research to redefine, adjust and shrink the scope of the functions of the state's public utilities, and gradually push some institutions to the market. Realize industrialization and privatization. For all public utilities that cannot be market-oriented at the moment, while retaining the functions of the institutions and continuing to support the finances, they gradually change the operational mechanism and establish a modern business system. On the other hand, it is necessary to classify and manage the institutions. On the basis of a comprehensive survey of the duties and tasks, funding forms, income and expenditure, staffing and structure of various institutions, the plan establishes a scientific classification system, implements classified management, and changes the singular administrative direct control. The model realizes the multi-constrained mechanism such as the constraints of the establishment of the business personnel, the budgetary constraints of the business, and the constraints of the form of fees.
5. There must be new improvements in service coordination. First, continue to cooperate with the enterprise to turn to the cadres to relieve difficulties and stabilize the work, take effective measures to promote the effective implementation of various policies and measures to solve difficulties, and maintain social stability. The second is to attract investment and participate in project promotion and entrepreneurship. Give full play to the advantages of the department, break the inherent working mode, extend the service tentacles to attract investment and work for the whole people, continue to implement special personnel to go to Shanghai, Sunan and other economically developed areas to join the investment, help introduce funds, projects and other services. At the same time, we must continue to participate in the national entrepreneurial activities. The deputy department-level leading cadres of the bureau must take a certain amount of time each month to guide the farmers to start businesses, and provide suggestions for rural economic development and farmers' income.
Third, focus on improving the level of socialized services, and promote the new pace of the establishment of the personnel establishment department. At present and in the next stage, our personnel department will create learning, service, innovation, and normative institutions as transformation functions and intensified services. The important grasper is to focus on capacity building and work style construction, adhere to the self-construction and advance with the times, and carefully build a high-quality personnel management cadre team to realize the leap-forward development of the personnel preparation department in the new stage and the offside.
1. Based on the establishment of a learning organization, we will highlight capacity building and continuously improve the cadres of personnel establishment personnel. Emancipating the mind is the premise of accelerating development, and the degree of emancipation of the mind determines the speed of career development. Achieve the new century

The biggest obstacle to the development of personnel in the new stage is still the ideological obstacles. The biggest bottleneck is still the “think bottleneck”. We must strengthen theoretical study, ideological construction, and business construction, seize opportunities, organize all personnel to learn theory, learn practice, learn history, learn science and technology, and effectively raise theoretical standards; focus on ideal education, purpose education, and professional ethics education. In-depth education on the discipline of personnel work; starting from strengthening regular learning and education, establishing an unremitting education and training mechanism, solving the problem of "knowledge overdraft" of personnel cadres; trying to establish and improve the personnel access system for personnel establishment, starting from this year For the personnel theory of cadre political theory and business knowledge learning, the implementation of "double qualified" standards, for two consecutive years of unqualified examinations, the rigid provisions may not continue to engage in personnel preparation.
2. Focusing on the construction of service-oriented institutions, highlighting the style of work, and focusing on enhancing the awareness of personnel in the overall situation of serving cadres. Strengthen the construction of the personnel establishment department, and build a service-oriented personnel establishment cadre team should adhere to the focus on style construction, pay attention to service attitude, pay attention to service methods, pay attention to service quality, and seek practical results in close contact with the general public. We must start from the aspects of system construction, government affairs disclosure, service commitment, etc., and implement the system of listing office, first-question service, and conversation, and seriously solve the problem of “serving for whom”. The question of "for whom to do things"; we must adhere to the open service system, and implement the "five public" policies, conditions, indicators, procedures, and results for the work of the society and the people's concerns, so as to facilitate the people to do things. The “Service Pledge System” was revised and improved, and the content of the commitment was publicized to the society and the public through the news media, and efforts were made to create a good atmosphere for working with emotions.
3. To establish a standard-type organization as a guarantee, to highlight scientific management, and to constantly constrain the personnel-made behavior of personnel establishment. "Institutional issues are more fundamental, overall, stable and long-term." To do a good job in the personnel establishment of the new phase and the new era, we must make a fuss about improving the standards of standardization and legalization. It is necessary to carry out the activities of “standardization organs”, highlighting the objectives management, assessment and supervision and supervision, starting from the most problem-prone parts, sorting out the “work rules” of the personnel establishment department, promoting standardized assessment, and clarifying the internal post objectives of the organization. It is necessary to strengthen social supervision, invite personnel work inspectors to regularly review personnel establishment work, let "power" operate in the sun, "obligation" to perform under supervision, and enhance the transparency of personnel and personnel work.