Research On The Internal Mobility Mechanism Of Civil Servants In Municipal Districts ——Taking Litong District,Wuzhong City As An Example

The process of civil servant mobility is very complicated.It involves all aspects,has a strong policy nature,and has a far-reaching impact.There are many theoretical and practical difficulties.The rational and orderly internal mobility of grass-roots civil servants is an important manifestation of economic and social development,system and mechanism reform,and the progress of the times.Only when civil servant resources flow without barriers,can we improve efficiency and effectively utilize human resources,and it is feasible and more feasible to study the flow of civil servants at the county level to facilitate implementation.In this case,the author selects the grass-roots civil servants in Litong District,Wuzhong City,a county-level municipal district in Ningxia Hui Autonomous Region,as the research object.By sorting out the literature on the flow of civil servants at the county level,we can understand the current situation of the flow of local civil servants at the grassroots level,especially at the county level.At the same time,this research is supported by Luyn’s field theory,Maslow’s hierarchy of needs theory,Katz’s lifespan theory and human resources theory,and on the basis of rational thinking on the mobility of grass-roots civil servants,the optimization of Litong District,a municipal area,is carried out.An exploration of the internal mobility mechanism of civil servants.Taking Litong District,Wuzhong City,Ningxia as the research object,the investigation on the current situation of the internal mobility of grass-roots civil servants found that although a lot of work has been done in the internal mobility of grass-roots civil servants,there is still a big gap between the internal mobility of grass-roots civil servants and the goal of cadre team building.The main manifestations are: the internal flow of grass-roots civil servants is relatively slow,the outflow of young and outstanding civil servants is serious,the unreasonable flow leads to an unreasonable cadre team structure,the direction of flow is single,the usual assessment is not rigorous enough,the indicators are not detailed,the actual effect is not strong,and the professionalism of grass-roots civil servants is not strong.The quality is out of touch with the needs of economic and social development under the new situation.There are many reasons for this,such as the poor flow of civil servants,the lack of scientific overall planning for flow,the blind flow of individuals,and the restriction of minimum service years.Aiming at the various problems encountered in the internal mobility of civil servants in Litong District,as well as the research on local civil servants’ mobility forms,this paper puts forward countermeasures and suggestions to optimize the internal mobility mechanism of civil servants in Litong District,Wuzhong City,using Lu Yin’s field theory and Supported by Maslow’s Hierarchy of Needs Theory,etc.,it is proposed to establish and improve the internal mobility evaluation system,incentive measures,restraint regulation,and coordination mechanism of grass-roots civil servants,so as to promote the rational flow of civil servants,so that the personal abilities of civil servants can be adapted to their job responsibilities and better play a role.Its subjective initiative can promote the rational allocation of civil servants in the government as a whole,so as to promote the improvement of the performance of the grass-roots government,which has a certain constructive significance.