Research On The Practice Of Staff System Reform In Government Agencies From The Perspective Of System Change

In recent years,with the rapid economic growth of China and the rapid development of society,people's requirements for public services are getting higher and higher.As the most important provider of public services in China,the government is facing major changes.How to establish a personnel management system that meets the characteristics of the government as soon as possible,thus improving the internal management level of the government,has become an urgent problem to be solved.The main purpose of promoting the staff system is to accelerate the de-administration,realize the transformation of personnel management from identity management to post management,and establish an independent and smoother career development channel for the unit management personnel,and at the same time crack the unit management personnel to a certain extent.The distress of pay and treatment is too close.Institutional change refers to a more efficient system to replace the original system,and the starting point of the staff system reform is based on this.This paper attempts to analyze the problems and dilemmas of the implementation of the government staff system in China from the perspective of institutional change theory.In the future,we will deepen the basic thinking of the staff system reform and propose more targeted policy recommendations.This is of great significance for fully tapping the human resources value of government agencies,improving the human resources incentive system and model,and improving the overall performance level of government agencies.This paper selects the case of the R city pilot area as an example,because the R city staff system reform fully draws on the good experience of the nationwide staff system reform pilot,representative and the latest reference value.The problem discussed is that in the process of the staff reform pilot,there will inevitably be some problems.The lack of promotion channels for informal staff,the difficulty of reaching the level of leadership compensation,and the reform mode oriented by investment promotion will inevitably lead to limited incentive space.What are the root causes of the problem,and further thinking about how to improve the specific thinking of the government staff system reform by adhering to the principles of optimal allocation of human resources,unification of powers and responsibilities,and maximization of public interests in the current grassroots governance in China.Contact the current grassroots governance practices to provide a reference for further staff reform.On the one hand,as a system designed specifically for the management of public institutions,the general content of the employee system is relatively clear,including employee-level design,job setting,appointment,and treatment.On the other hand,regarding the overall design of the public institution personnel system and its specific management issues,the state has not yet formulated clear systems and policies,and the personnel system is still in the process of exploration.