The Issues Of Young Police Officers’ Career Management In Jiangsu Border Inspection Authority

The young groups have always been highly valued,cared and trusted by the Party and the country,and have always been firmly believed as the source of strength for the development of the cause of the Party and the country.In order to ensure the development of the cause of the party and the people,the CPC Central Committee with Comrade Xi Jinping at the core is responsible for leading and promoting youth groups,made a comprehensive decision and strategic deployment,put forward the scientific concept,time characteristics,comprehensive system important guiding ideology,for the work of new youth light direction.With the increasing comprehensive national strength and opening to the outside world,China’s personnel and transportation vehicles and international exchanges are becoming increasingly frequent.As the "national gateway",the border inspection authorities are facing unprecedented challenges in combating cross-border crimes,prevention and control of imported cases,and unimpeded port order.In 2019,State Councilor Zhao Kezhi stressed that efforts should be made to cultivate a revolutionary,standardized,professional and professional immigration management team in the new era,which also defines the development direction of the current immigration management team construction,and puts forward higher requirements.However,the active service border inspection authorities,which have just passed the three-year transition period of reform,have not been streamlined yet,the mechanism has not been perfect,and the concept has not been reformed,which has affected the stable development of the young police team.Scientific and efficient career management can not only promote individual growth and development,but also help organizations to achieve integration with individuals.Therefore,the job inspection management of the young police officers is able to strengthen the development and utilization of the police resources,effectively meet the challenges of the frontier control work under the new situation,to create the good atmosphere of personal goals,to strengthen the professional spirit,improve the soft power of the modernization,and deepen the effectiveness of the job reform.The author based on the research background,select Jiangsu frontier inspection youth police career management as the main research object,based on people-organization matching theory and career development stage theory as the theoretical basis of this paper,the integrated use of literature research,questionnaires,individual interviews and other research methods for in-depth research,and combining the reality of the author,select Nantong frontier station as a case study object,to carry out empirical research and specific analysis.The specific contents of this paper mainly include: Firstly,explain the research context and value of this paper,by collecting and sorting out the literature data,to understand the theoretical basis of career management and the research status of public sector career management at home and abroad,clarify the research subjects and focus,select the investigation and research methods and the routes of technical implementation.Secondly,define the border inspection,young police officers and career-related concepts.Thirdly,the current situation of investigating and analyzing the career management of young police officers in Nantong Exit and Entry Border Inspection Station through questionnaire survey and personal interview.Then,based on the research data,combining the application of human-organization matching theory and career theory and development stage theory,further analyze the deficiencies and causes in the career management of young police officers in Nantong border inspection.Finally,centering on the policy system level,the organization and the individual,put forward the specific countermeasures to improve the career management of young police officers in Jiangsu border inspection respectively.Through the study,it is found that the main problems in the career management of young police in Nantong include: the one is,lack of backward career management,lack of targeted career management,lack of effectiveness of career management,lack of professional career management;the other is,personal level of future development planning and initiative of self-career management.The causes of these problems are analyzed from the following aspects: Firstly,the policy system level,limited by the border inspection own system factors and the lack of standardized and unified policy support.Secondly,the organizational level,the understanding of career management is not enough,not phased career management,career management supporting mechanism is not perfect.Thirdly,the individual level,the lack of hardship.In this regard,the author puts forward countermeasures and suggestions on how to improve the career management of young border inspection police officers in Jiangsu province.Firstly,at the policy system level,adhere to the leadership of the Party,optimize the enabling development of the system,and strengthen policy research,and improve the mechanism to improve the quality and efficiency.Secondly,at the organizational level,update the career management concept with the Times,establish a diversified career development path,build a professional career management support system.Thirdly,at the individual level,change the concept,enhance the initiative of career management;scientific planning,strengthen career self-management.