Study On The Competency Model Of Training For The Tax Personnel From The Perspective Of Grass-roots Land Tax Department

The tax personnel of local tax authority collect directly for local tax and the messenger, is an important part of China’s current personnel of administrative law enforcement. Tax revenue is the main source of revenue for the state treasury. Therefore, through training to improve the tax personnel competence of local tax authority has become a very important part of the current tax system.In this article, applying the competency model, drawing on research results at home and abroad, using the method of questionnaire survey, interview and case study, deeply analyzes the reasons and problems, training of Local Revenue Office of L country, the existing problems, and puts forward some countermeasures for constructing competency model from the perspective of the grass -roots land tax department training system.Through the study found,there are four big problems in the training of L country Local Revenue Office, they are the demand analysis method is not scientific, pertinence is not strong, the implementation of the design is not reasonable, assessment is not in place.Competency model under the control of grass-roots land tax departments of the training target, investigate its reason, mainly is the lack of competency based on promoting research and training needs analysis, training courses, training effectiveness evaluation and training of teachers. Based on L Country Local Revenue Office in the specific work practice, put forward some countermeasures and suggestions on enhancing the training effect of grass-roots land tax department.First is the organization, job, personal"three-in-one"training needs analysis, followed by the formulation of training methods, training content, training objectives, with practical training plan, third is by clearing the training organization form, establishing the training system, multi channel selection and training of teachers to improve the implementation of training, the fourth is to carry out upgrading training assessment based on competency, the fifth is the establishment of self support mechanism, management mechanism, incentive and feedback mechanism to enhance the competency training effectiveness based on transformation mechanism.