A Study On The Problems And Countermeasures Of The Brain Drain Of Township Civil Servants Based On The Two Factor Theory

The township is the most basic level government in our country.As the “nervous end”of the policy,the township civil servants are the specific implementers and executors of the party and the state’s policies,the bridge between the party and the masses,and the maintenance of the cadres.The bond of relationship is an important force to ensure the effective operation of township work.The overall quality of township civil servants directly affects the effect of policy implementation.Since the "Civil Servants Law" was promulgated and implemented,a certain number of outstanding talents have been added to the ranks of township cadres every year,and the overall quality of township civil servants has been greatly improved.In recent years,a group of outstanding village cadres,college student village officials,the "Three Supports and One Support" program,the "University Student Volunteer Service to the West Program" and other service grassroots project personnel and fresh college graduates have successively enriched to towns and towns.Governments at all levels have also increased the selection and use of township cadres in terms of selection and employment,focusing on selecting township leaders from among those with work experience in townships and towns.However,due to the relatively difficult working and living conditions in towns and villages,low wages,high work pressure,narrow promotion channels,etc.,the phenomenon of a large number of talents in the township civil servants is still severe,which has an adverse impact on the development of township work and the construction of the cadre team.Even if the new version of the parallel system of positions and ranks of civil servants has been fully implemented,the loss of knowledge,young,and professional talents in my country’s villages and towns still exists.Moreover,there is no matching soft environment,and the effect of the reform of positions and ranks is not very obvious.The age structure of the civil servants in township agencies,the imbalance of gender ratio,and the low level of comprehensive quality are still serious,causing an imbalance in the structure of the township civil servants.The organizational cohesion of township agencies has increased the negative impact of township agencies on the cost of human resources investment.This article takes Zhejiang Province A as an example to analyze and study the current development status of civil servants in township agencies and the impact of the loss.Based on the dual-factor theory,this paper explores the real reasons for the brain drain of rural civil servants in China,and proposes practical and feasible ways to control the brain drain of township civil servants.Countermeasures,by improving wages and benefits,reducing work pressure,strengthening the training system,regulating the flow of civil servants,and establishing a scientific evaluation and supervision mechanism,provide appropriate reference and enlightenment for solving the problem of brain drain in township civil servants from the root.