Research On The Status Quo And Countermeasures Of Human Resources Management

In the crucial period of building a moderately prosperous society in China,the party central committee is attaching more and more importance to the development of meteorological undertakings As the cornerstone of meteorological development,the basic meteorological departments lag behind in the level of human resources management,resulting in a large number of brain drain,has seriously restricted the process of meteorological modernization.Therefore,it is necessary to study the current situation and countermeasures of human resources management in the basic meteorological departments.This article mainly expounds the research achievements of domestic and international human resource management,based on the meteorological departments at the grass-roots level of human resources management present situation and restricting factors of the analysis of the problem,find the deficiency of the meteorological departments at the grass-roots level of human resources management is mainly embodied in the personnel structure unreasonable,not enough science,management,staff own quality aspects,such as missing obviously.It is difficult for the career planning of talents to meet the needs of meteorological career development,and the space for career advancement is extremely limited.The rationality and fairness of talent assessment system are deficient.Based on basic theories such as human capital theory,competitive advantage theory and incentive theory,this paper focuses on the human resource management practice and effectiveness of grassroots meteorological department in Y city.Put forward to increase the introduction of modern human resources management concept,highlighting the "people-oriented" management concept;Make clear the development strategy of human resources,set up the supply and demand model of human resources,realize the match between work and expectation,so as to work out the appropriate layout of human resources;Scientific establishment of the education and training system,emphasizing the combination of their own career planning and the actual needs of work,maximize the training to achieve the desired effect;We should improve the incentive mechanism for employees,diversify incentive means,meet differentiated incentive needs,and achieve incentive goals.Optimize the assessment index system,take into account the rationality and fairness of the assessment index,highlight the quantitative assessment and other five countermeasures.It is expected to provide some new ideas for the establishment of modern human resources management system for the basic meteorological departments.