Research On New Hired Civil Servants’ Loss In Township Authorities

The quantity, quality and action of new hired civil servants in town government directly affect the normal operation of the entire township civil service qualities organs and bodies. Some new hired civil servants leave the service agencies in the minimum length. It causes the loss of civil servants. They do not come, stay in town and the government cannot use them well. These problems cause structural imbalance of civil servants team in township, influence the functioning of the civil service stability and township authorities. Under the new situation, how to enhance the management of new hired civil servants in township, how to recruit, retain and use well, has become an important issue facing the civil servants administration.This research studies new hired civil servants in township of H city, Shandong province. Using questionnaires and interviews, it finds out the situation and influence of new civil servants loss in township in recent five years. Civil service management and the main problems in township authorities were analyzed. Using the theory of human resource management, combined with the actual situation in the township authorities and related policies and regulations of civil service management, the research approaches pointedly how to perfect recruitment and management of the township civil service. It mainly includes:strict implementation of the newly hired civil service period, reducing the civil service exam category, unified the examination time, scientific setting of civil service examination content and broaden the recruitment channels; Establish and improve the civil service positions and ranks parallel wage system, strengthen the civil service incentive system construction, improve working and living conditions of rural civil authorities; Rational design of cadre selection and exchange system, increase the exchange of cadres, explore the transfer mechanism between institution staff and civil servants; Strengthen the quality and capacity training pointedly, enhance the level of new hired civil servants; accelerate the transformation of township functions, reduce civil servants working pressure; properly resolve problems of civil servants’early retirement, put into fullplay existing civil servants and so on.