Research On Civil Service Post Matching Of Aru Kerqin Banner Tax Bureau

Person-Job fit is a key link in human resource management,and it is an organizational behavior that has a significant impact on the organization.It has always been valued by many experts and scholars at home and abroad as well as human resource managers.With the continuous development of economy and the new requirements for Taxation,Match Taxation Bureau officers to suitable positions which is very important to give full play to the Working potential of Taxation Bureau officers,achieving the goal of optimizing the allocation of human resources and maximizing organizational performance.Job matching is based on a detailed analysis of the duties of the job,clear the structural characteristics of the position and the characteristics of the personnel,and then match the appropriate human resources,thus laying the foundation for improving work efficiency.With the further development of China’s economic culture and the continuous improvement of the degree of social openness,the attention of managers of many units to the adaptability of personnel quality and job responsibilities has been continuously improved,and the role of job matching has also been continuously exerted.Job matching is an important means and means for employees to better perform their duties and improve their work efficiency.The article combines the research methods of the literature research method,the actual research method and the comparative research method,and focuses on the Aru Kerqin Banner Tax Bureau.The status of the job matching of this administrative unit civil servant is studied,aiming at the Aru Kerqin flag.The tax bureau’s civil service job matching has not been perfected due to the inadequacy of the fixed-post mechanism,and some original countermeasures and suggestions for rectification have been proposed.Through the specific situation of human resources matching of Aru Kerqin Banner Taxation Bureau,this paper uses the theory of public human resource management to summarize and analyze the current situation of the matching of personnel and positions of civil servants of Aru Kerqin Baxner Tax Bureau,and to carry out the problems in the job matching.Objective analysis and evaluation.In the context of the reform of state institutions and the integration of national and local taxes,we will integrate human resources,solve practical problems,and actively use scientific human resource allocation means to promote the long-term development of the tax director of Aru Kerqin Banner,to achieve the goal of serving the masses and doing a good job in tax collection and management..From the research conclusions of the article,on the one hand,it puts forward the outstanding problems in the current job matching of the Aru Kerqin Banner Tax Bureau,mainly because the mechanism of the talents is not perfect,the education and training needs to be strengthened,and insufficient mechani’sm of personnel post-exchange etc.On the other hand,Through the personnel post matching model construction,it puts forward countermeasures and suggestions for these problems:first,we must improve the policy system and raise the degree of emphasis;second,we must establish rotation system,create all-round talents,third,we need to consider personal wishes.Two-way choice,post adjustment;fourth,attach importance to training,improve the ability of tax cadres;fifth,we must strengthen performance appraisal to ensure the implementation of post responsibilite system.It is believed that under the tangible advancement of these measures,the matching of civil servants in the Aru Kerqin Banner Taxation Bureau will be more scientific,reasonable and optimized.At the same time,this can also be played for the development of the job matching work of other administrative agencies.A good reference.