Research On Human Resources Development And Management Of Shanghai Foreign Affairs

It is highly esteemed and turned out to be the common concept that the qualified personnel is the core competencies and the human resources is the first resource in 21~st century. The human being is the most active resource and the qualified personnel are the most important essential factor. It depends on how to obtain and manage these resources for any organization to get success. The human resources development and management is decisive of the governmental work effectiveness and achievements. It is a image of the government and a heart of importance to build a government of service, responsibility and law.Shanghai economy has been developed rapidly because of the opening and reform policy. The goal of constructing an international metropolis demands professional talented diplomats, scientific diplomatic means and public and network diplomatic information in the fields of Shanghai foreign affairs. Particularly the 2010 EXPO, which will be held in Shanghai, puts forward more requirements at a higher and newer level. We disposed the human resources in a traditional human affairs management mode for a long time. There is no effort and financial resources on strategic research and system innovation of human resources management. It lacks research, analysis and corollary measures on the human resources problems. Many civil servants have neither the development from their organizations nor the career planning of their own.In accordance with the relevant theories of the modern human resources development and management, this thesis makes a research on the present situation of human resources development and management of Shanghai Foreign Affairs by qualitative analysis and practical research. It expounds the main reasons of some problems and probes into the research of thinking and system innovation. This thesis sets forth some clues and suggestions to go further integrating the human resources and enhancing the general ability and quality of the civil servants of Shanghai Foreign Affairs so that the outstanding and right qualified personnel will expedite the work in a healthy and order way.As the terms of the human resources management of Shanghai foreign affairs, this article holds the views that the first importance is to change the sense, the basis is to perfect the system and the key is to develop the ability.We change the sense of the human resources management of Shanghai foreign affairs in two respects. On one hand, we change the sense of traditional human affairs management to a strategic human resources development and management. On the other hand, we construct a people-first management on the basis of understand and respect people. We emphasize the strategic planning and the organization culture construction. The strategic human resources development and management, which is usually neglected by many governmental departments, is one of the important contents of the development strategy of one organization. The idea of people-first management not only exits in the service of the government to common people butalso exits in the management of the government to civil servants. We should cast away the feudal governmental style of work in order to enhance the soft-strength of the department, raise the core competencies of the government and make both organization and individual to develop by re-building up the sense of value and constructing the sense of ownership to the organization.The work of perfect the system is the basis of practicing the contemporary human resources development and management. The system seems to be more important compare with the administration. It is the fundament and foundation to rule by law. The system of human resources management of Shanghai foreign affairs includes staffing system, career planning system, staff training system, performance management and incentive mechanism. The system construction mainly makes the "hard soft" preparation for the practice of the human resources strategy. Through the staffing system operation, we keep the excellent people, foster the special and capable people. Besides we increase their general ability and give them more chance and space to be promoted. At the same time, we eliminate those deadwoods with wretched performance. Through the staff training system operation, we practice primary training for the raw recruits, general training for the ordinary civil servants and advanced training for the picked civil servants in accordance with the different length of service. We build up the credit system for civil servants and occupational qualification system for trainers. The system also requires the more investment on hardware of training and the better training evaluation and feedback. The standard staff training system is a "hard power" to bind every civil servant to know that training is not only a right also a duty. The job specifications is the key to the performance management and the performance interview that has an important influence to the effect of the management must be run through from the beginning of the management to the end. How to increase the job satisfaction and the career achievement of all the foreign affairs civil servants is the main point to evolve an effective incentive mechanism. We should impel the civil servants without limitation by the humanity management methods and the systems of human resources development and management to propel both the organization and individual to be developed and promoted.The ability development is the key to practice the contemporary human resources development and management. We should devote much attention to the ability development of foreign affairs civil servants so that we can improve their leading ability, management ability and transactional ability. Foreign affairs should serve to the overall development of Shanghai by embodying the Shanghai international standard and building up a good image of Shanghai Municipality in the foreign contacts.