Research On Countmeasures For Development And Management Of Anhui Auditing Human Resource.

In the late of 1980s, the public organs of western countries have gained evident achievements benefited from the developed philosophy of enterprise human resource. With China's entry into WTO, China authority has also introduced the developed philosophy of human resource development and management into the governmental audit section. Yet we are on the primary stage of transforming the "personnel management" which is control and supervision based into the "human resource management" that is development and training oriented. Hence objectively, we have to speed up use of philosophy of "audit human resource development & management" to manage and develop our auditors, to most "activate" audit human resource so as to realize the objectives of auditing in maintaining national economy order, promoting construction of an honest government and guaranteeing the good momentum of national economy.The paper focuses on discussing the status quo of Anhui auditing system, analyzing the style, capability, motivation and constrain mechanism of auditing human resource based on principles of human resource and development, management practice of auditing human resource, and then put forwards thoughts and countmeasures for human resource development and management of Anhui auditing system.4 chapters for the paper.ChapterⅠ: outline the background of Anhui auditing and the implementing procedures of auditing practice, describe the significance of implementing the development & management of auditing human resource as well as propose thoughts for it.ChapterⅡ: A pyramid model for development & management of auditing HR is constructed on the basis of the existing enterprise development model. In the model, the pyramid is the whole HR of Anhui auditing system, and the auditing HR is grouped into 3 levels, auditing leader talents, auditing manager talents and auditing specialized talents based upon relationship among auditor's value, profession, position, job title and auditing value.ChapterⅢ: describe the status quo and existing problems of HR structure of Anhui auditing system and identify the five major contradictions in the development and management of HR of Anhui auditing system through questionnaire survey and interview of auditors from Province, City and county auditing organs——much auditing task and shortage of auditing staff; Bad professional structure; unicity of knowledge; lack of auditors; low quality for skill training; inconvenience for cadres' communication & advancement. At the same time, examine the causes of the five contradictions from six perspectives.ChapterⅣ: Bring forward countmeasures for development & management of Anhui auditing HR. Maintain a strict standard for absorbing auditing talents by establishing scientific planning for auditing HR; Set up double-laddered career approach; Build appraisal mechanism for auditing HR, Seek more support for auditing HR development from auditing organization, motivate self-development of auditing HR, pursue motive force for success, enhance appeal for auditing HR, boost auditor's commitment & responsibility, resolve problems existed in Anhui auditing HR development, establish stable, high-quality auditing HR that suitable for development of auditing in order to achieve goal of "harmony between man and matters, mutual development".