| Rational allocation of human resources is an important component of building a harmonious part of the customs, the Customs as the country's government departments, to implement the scientific concept of development is bound to both efficiency and administrative costs, from this perspective, the Department of human resources integration is the trend of development. In early 2002, the National Customs Director Mu Xinsheng cadre and personnel system reform conference on a comprehensive experimental work of "human resource allocation should take the initiative to adapt to modern customs system" requirements; the party's 17 clearly put forward the Fourth Plenary Session of strengthening the Party's governance The main task of capacity-building for strengthening the Party's governing capability has made a full deployment. According to the central work arrangements, in the new situation, the Customs General Administration party size up the situation and put forward a comprehensive service capabilities to improve checks clear requirements for the building of the customs team pointed out the direction. In the recent Department issued a "deepening of the Customs and Excise 2004-2010 to guide the cadre and personnel system reform program" clearly stated: institutional and human resources of the basic objective is: According to the simplification, uniformity and efficiency principles and decision-making, implementation and supervision, the requirements of the customs agency personnel through increased analysis of the situation, and gradually achieve institutional settings optimized composition and allocation of human resources in science. By 2010, establish a modern customs system, the second-step development strategy requires that customs agencies and human resource management model to achieve the customs of traditional personnel management to modern human resource management changes.At present, Changchun customs agencies and the allocation of human resources with the establishment of a modern customs system, the second-step development strategy There is a definite gap between the achievement of the objectives is not conducive to long-term development Changchun Customs urgent need to be improved through practical means. Changchun Customs institutional and human resource allocation problems in outstanding performance in:First Division-class institutions to set unreasonable, unduly inflated. Departments to increase too fast led to internal organs and job placement is not entirely reasonable, there are sections too much, the position of the phenomenon of meticulous division of labor, resulting in convergence and cross-over work, consultation and coordination of the problems that have arisen, so that some of the original workload is not large, but also is not complicated work to increase the workload and complexity. The existing functions of the departments is not enough clarity, try to shift responsibilities that exist between departments such phenomena is the direct consequence of bloated bodies. As unwieldy, unclear, coupled with limited human resources due to institutional fragmentation and can not give full play to the role of post more than one person, affecting the optimal allocation of human resources, and some departments work pressure, some departments are relatively leisure, there have been between departments, between departments within the department busy uneven.Second, personnel growth too fast. In recent years, relatively fast growth in Changchun, the officers and personnel of the situation, we increase the rapid adoption of the changes in office space can be visually reflected in the current building was originally three units in common use, the total customs authorities, Customs and Revenue Development Area Bureau, was more crowded office environment, and later removed the anti-smuggling bureau, the annex building behind the office has stamped the service center to move to annex building office, but even so, the current office environment is still not much improved, we can see that personnel growth rate is still relatively large. In recent years, although the quantity of Changchun Customs has developed very rapidly, but the actual workload of the change was not large, compared with the South customs of our work load is significantly lower, while the individual departments of personnel planning is not enough, the cost concept is not strong, there is also one mentioned the strengthening of a job, we must increase the agency personnel, emphasizing their counterparts around the upper and lower alignment tendency. Although different departments or between departments or even the same department but different positions busy inequality between the more prominent, so the total customs exist in individual departments is currently overstaffed, inefficient situation is not surprising.Third, there is the contingent of cadres of non-normal. Changchun Customs and Excise Department in recent years, there is a pair of contradictory phenomenon, one employer needs and the number of personnel grows, the number of persons per year are increasing, but there are still employment needs of all sectors, there has been into the more dignitaries, the more situation. The other is some departments or personnel departments to the party as long as the adjustment of the individual officers of the department, preferring to reduce the establishment of the department relies on existing staff can complete the jobs. It is not accidental, employment needs of the various sectors of the demand for quality rather than quantity demand, resulting in demand due to competent people who work fewer posts. Some customs officers do not pay attention to their own learning and knowledge updating, can not meet the requirements of the customs business computer management, "iron rice bowl", "dry and not take a sample, Ganhaoganhuai a kind of dry and to do more less a kind of" and other erroneous thinking is still there to some extent, while the positions of individual incompetent people who work but with the other comrades in the treatment, welfare and so on are not differences, in turn, makes this part of the cadres to work hard to generate an imbalance in the mind, creating a vicious cycle. Therefore, there will be some departments and dignitaries, some departments and not to people, some people working, and some people do not work, and into the more dignitaries, the more strange phenomenon, which is currently existing in the ranks of cadres an urgent need to solve the problemThe emergence of these issues in the final analysis is due to institutional arrangements and human resource with reasonable cause, although in recent years, along with the customs of various business development and in recent years, the growth of the contingent of cadres, Changchun Customs building of the contingent of cadres have made some achievements, but some deep-seated problems have not been fundamentally resolved, institutions and human resources rational allocation and effective use become increasingly important and prominent, and therefore to devote great efforts to change the institutional and human resources and equipment is to resolve the current cadre status quo, improve work the only way to overall performance.A comprehensive analysis of the current status of human resources and institutional settings, in order to solve the current problems, the need to carry out research and integration of human resources through the institutional setting and human resource situation in-depth research, smooth functional relationships, adjustments in institutional settings, a clear staffing, team building and business to solve problems arising in building and promoting Changchun Customs and Excise Department as a whole.Result of the integration of human resources should be prepared to be compressed body, administrative efficiency improved, institutions, and establishment would be reduced if only reflected in the figures will be meaningless. Reduce staff and improve integration of human resources objectives, but only a means of downsizing, efficiency was is the goal, to improve the quality of work. "Institutional settings optimized combination of science and allocation of human resources," the second step is the implementation of the Customs and Excise development strategy, implementation of the Customs and Excise Department, on deepening the spirit of the cadre and personnel system, the instructions for the realization of the customs system, institutional and human resource allocation made to the basic objectives important measure, this work not only to change the current institutional and human resources will play a role in promoting the status quo, but also long-term development of the Changchun Customs have a positive and far-reaching impact. |
