| In March 2017,Zhejiang Provincial Department of Human Resources and Social Security has published " notice on professional title evaluation in 2017",the reform of professional title evaluation and employment system was instituted.Under the background of the reform in Zhejiang Province,grass-roots institutions are influenced by factors such as policies and environmental resources,supply and demand of the post is unbalance,the self-management ability of grass-roots public institutions also faces challenges.At present,in the personnel management system of public institutions,professional title evaluation and employment system is encouraged for grass-roots professional technicians,and related to personal profit of professional technicians.Grass-roots professional technicians are the participants of professional public affairs management in county,and playing a big role in civil servants.Thus,effectively promoting the reform of combination of evaluation and employment of professional title in grass-roots institutions is beneficial to improve the happiness of professional technicians,promote the self-development of institutions and improve the comprehensive governance capacity of grass-roots governments.This paper is researching on the restrictive factors and countermeasures for the implementation of the reform of grass-roots institutions in H County.Firstly,using literature review method to summarize the research trends of domestic and foreign scholars.Afterwards,sorting out policy background of the reform of professional title evaluation and employment system in grass-roots public institutions in H County,using the questionnaire survey method to insight the implementation of the reform in grass-roots public institutions in H County,using interview method to further insight the view and proposition of department leader,staff and professional technici an in grass-roots public institutions in H County.Finally,according to the policy review,questionnaire survey,and personnel interviews,summarizing the four problems,such as encouragement of promotion is insufficient,supply and demand is unbalance,competitive examination is unfair,management is lacking after employment.According to the ERG Demand Theory,Expectancy Theory and Organizational Justice Theory,using Smith Policy Implementation Process Model to analyze restriction factors from the four levels of policy,executive agencies,target groups,environmental factors,and proposing countermeasures from the four aspects of improve the refinement of policy measure,ensure process fairness,improve personnel participation,adhere to scientific management.It is hoped to promote the reform professional title evaluation and employment system in H County,improve the effectiveness of reform implementation,provide direction and suggestion for personnel management,and provide reference for promoting the effectiveness of reform in Zhejiang Province. |
