| Nowadays,China’s social and economic system has entered a deep water zone of reform,and the methods of personnel employment have diversified with the development of the times.Government organs and public institutions have achieved certain management results in labor dispatch,which optimizes the allocation of public human resources,improves the public service quality and promotes the administrative efficiency.Due to extensive management,many problems such as chaotic job setting and poor communication environment have appeared,resulting in low efficiency and high resignation rate.Therefore,it is a realistic problem for researchers to study labor dispatch in government offices and institutions.This study took 41 managers of labor dispatch in administrative examination and approval bureau of Q city as objects,adopted literature research method,experimental research methods and cases analysis methods to collect,contrast and analyze materials,and investigated problems of three sections(introduction procedure,employment standards,and off-post arrangement)in labor dispatch in administrative examination and approval bureau of Q city.Then,the following problems were found in the labor dispatch management of the Administrative Examination and Approval Bureau of Q City.First,the selection of personnel in the recruitment process is very random.Second,people do the same work but get different payment.Third,the system of performance appraisal is not in place.Fourth,the personnel training is not in place.Fifth,the career development path is narrow.Sixth,the rights are hard to be protected.Under the guidance of the two-factor theory,the hierarchy of needs theory and the expectation theory,this paper analyzes the problems mentioned above and finds that the reasons include the lack of safety factor,limited inspiration factor,failure of constantly understanding and satisfying demands of staff in different stages,and lack of attention of subjective will of labor dispatching individuals.In terms of labor dispatch management,administrative organs such as Q Municipal Bureau of Administrative Examination and Approval take the improvement of administrative efficiency as the ultimate goal of management and ignore the personal development of dispatched personnel.Their management mode is extensive and the management level is insufficient.On this basis,some countermeasures are proposed to solve the above problems.First,in terms of introduction procedure,the needs of labor dispatching stations,employment modes and labor dispatching selection should be optimized.Second,with regard to employment standard,the achievement,prize,equal pay for equal work,job training,culture fitting in organization,and suggestion collection should be optimized.Third,with regard to off-post arrangement,it is essential to optimize the exit mechanism,communication and so on. |
