The Case Study Of College-graduate Village Officer Loss In LS District

In order to build high education teams in the countryside, Chinese government decided to recruit under graduate students from either college or university as village officers to assist in management of countryside. However, some people lost their confidence in these village officers from some failing examples and consider college graduate as village officers are not practical due to their lack of experience on country life. Besides, it is also a waste of resource since the graduates could not apply their academic achievement into country management practice. Other opposition includes college graduates adding financial difficulties to farmers, one graduate per county still being premature. The consequence is massive loss of officers as some of them going to bigger cities or becoming government employees. Therefore, village officer positions have become a training center to obtain experience in the countryside and these officers commonly jump to other employers because of higher remuneration or more career development.This article starting with the managing experience of college graduate village officials (CGVO) in district LS, based on the practical difficulties that the writer is facing in human resource management, proposes this opinion. The article analyzes the operations and management structure of regional CGVO and current situation of regional official team management. The article uses cases of a few CGVO's confusions and difficulties while working, reflecting the limitation of managing CGVO and some adverse impacts, and based on effective experience in managing CGVO and some HR management principles, analyzes and solves the reasons of loss of regional CGVO. The article tries to find solutions thru young college graduates career planning and brain drain, in connection with the level of development of regional economic growth and room of managing public policies, suggestively concludes the solution for loss of CGVO in LS area. The solutions are based on development social insurance, focusing of personal development, and promptly propose solutions to integrally plan and manage CGVO, in the hope of enabling the HR department of LS area government to set more effective policies, plan more reasonably, to let CGVO truly and organically integrate fulfilling personal value to contributing to village economic development, to attract more CG to this group. This article is an exploration and renovation of HR management in LS regional government, is an expanded research of HR theories. The research will be able to make valuable contribution to the writer's work, to the development of the workplace, and to policy development and implementation of CGVO management and structure of other areas.