Diagnostic Analysis Of Human Resource Management In X Meteorological Department

As the knowledge economy ushers in, the human resource (HR) management of public departments in our country is undergoing a deep reform. The public departments is"the agent of social public resources, leader of social reform, provider of public products and services", and will play a critical role not only in the development of public department but also in the qualify of regional and national development and qualify of social life of the public. Since the meteorological department is in part a public department, it still sticks to the traditional personnel administration mode. This kind of department just begins the treatises and specialized investigation on modern HR management, and concentrates on research on HR status. As the reform of government-sponsored institutions deepens and the meteorological departments are establishing a large-scale modern meteorological business system, diagnosis of X meteorological department's HR management and relevant suggestions are of theoretical and practical importance. It can be a reference to the actual HR management in meteorological department and also a solution to relevant problems in the same industry.In order to have a complete perspective of the status quo of HR management of X meteorological department, the author adopts relevant HR management theories from business administration to analyze HR management in the meteorological department, a public organization, so as to differ from the traditional way of scanning the problems of HR management in public organization only from the view point of HR management.The author adopts HR diagnosis method and takes a quantity-quality diagnosis of HR management system in X meteorological department through interviews, questionnaires and analysis of historical materials. The findings of author's surveys and analyses are as follows: 1. The HR management system in the department is incomplete, HR structure and distribution unreasonable, and professional resources short; 2. Lack of scientific HR resource plan, which leads to unreasonableness of talent demand plans, defects in recruitment employment, and lack of employee occupational plan; 3. Neglect of overall and sustainable HR development plan and incompleteness of training system lead to the obstruction against promotion of department performance; 4. Incomplete incentive mechanism, and impotent incentive methods; 5. Current assessment system is unscientific and subjective, and the results are not effective in light of reward and punishment, which on the contrary leads to more unjustness and decrease of employees' satisfaction. The reasons include: impact by the traditional personnel management ideas, lack of modern HR management framework system, and lack of organization culture. According to surveys and diagnosis in compliance with modern HR resource management theories, the optimization of HR management system of X meteorological department depends on: adopting human-oriented HR management ideas, determining an HR development strategy, establishing a scientific HR plan, completing the training system, instructing the employees to carry out self occupation planning, optimizing incentive methods, strengthening incentive mechanism, setting up a fair and reasonable assessment system and optimizing cultural atmosphere. These 6 points are aimed at gradually establishing an HR management system suitable to X meteorological department.