Research On The Problems And Countermeasures In The Operation Of The Employment System Of Public Institutions Affiliated To An Organ In Inner Mongolia

Public institutions are important social organizations with distinctive Chinese characteristics that provide public services.The main responsibilities and tasks of institutions are to provide professional services in the fields science,education,culture,public health.Meanwhile,public institutions are also one of the Highlands where technical professionals gathers,The quality of their personnel management level plays a major pivotal role in the development of public institutions.After the 14 th National Congress,public institutions established a personnel management system based on the employment system.It has been found that the flow of personnel in public institutions can be promoted and the “big pot” can be broken through the procedures of setting posts,bidding for posts and signing contracts in combination with the responsibilities and tasks of the unit.Also,the enthusiasm,initiative and innovation of employees,especially professional and technical backbones,can be stimulated to create more social and economic benefits.At the same time,this new employment system also plays a positive role in promoting the development and growth of public institutions.It has been more than 20 years after Inner Mongolia began to explore the employment system of public institutions from small-scale to wide promotion since 1995.Based on the collection,sorting and analysis of relevant policies,documents and materials,this thesis takes certain public institutions affiliated to an Organ in Inner Mongolia as the research object to introduce the concept of public institutions and employment system,as well as the development and reform process of the employment system of public institutions in China and Inner Mongolia.Through empirical analysis and case study,using the theories of new public management theory and human resource management theory,combined with The Smith Policy-Implementing-Process Framework(the Smith model),starting from the four aspects of idealized policy,implementation organization,target group,environmental factors,this thesis finds out the problems existing in the implementation of the employment system of public institution affiliated to an organ in Inner Mongolia,that is,the post setting regulations in terms of policy are not reasonable,the personnel management team in terms of executive subject is not professional enough,the weak will and short-sighted behavior of target groups,and the post employment management and supervision in terms of policy environment are missing.On this basis,this thesis studies and finds out the four reasons for the problems,including the limitations of the policy itself,the lack of professionalism of the policy executors,the self-awareness of the target people and the incomplete policy environment.Finally,combined with the experience and practices of the operation of the employment system at home and abroad,this thesis puts forward some suggestions,including setting up posts scientifically and relaxing the restrictions on the proportion of posts,changing the concept of personnel management,focus on their perception,and strengthen guidance,improve mechanism and supporting policies.