Research On The Operation And Management Of "Digital Personnel" By The Tax Bureau Of H District In Tianjin

Nowadays,the competition among countries has turned to the competition for talents.High-level talents are crucial to the prosperity of the country and the revitalization of the nation.For public departments,forging a high-level talent team is a key point to build an all-round government with integrity,efficiency and reputation.The tax system is huge and it plays a considerable role in the public departments.Optimized cadre management in tax system is very important to improve the overall quality of the talent team comprehensively in public departments.In recent years,tax administrations all over the country have paid great attention to the construction of the cadre team,which has achieved remarkable results.But there have also been some shortcomings,such as the narrow access of cadre development,the low level of work quantification and the relatively backward stuff evaluation method.In order to give further solutions to the tricky problems of cadre development,the General Administration of Taxation,with the help of information technology,has proposed to implement a digital personnel files(DPF)platform in the nationwide tax system.It strives to improve the qualities and abilities of tax cadres by making efficient use of informatization.The Tax Bureau of H District in Tianjin is the pilot unit for promoting the DPF platform in Tianjin tax system.By gradual exploration,the platform is running smoothly,and it has begun to show a preliminary effect.But there are still some problems.The thesis takes the operation of the DPF platform employed in the Tax Bureau of H District in Tianjin as the research object.It gives questionnaires to find out problems concerning concept,institution,technology and implementation in the operation and management of the digital personnel.Specifically speaking,the problems are as follows: the insufficient understandings about the connotations of the digital personnel and the solidification of thinking mode in management;the unscientific design of assessment indexes and the imperfection of incentive mechanism and personnel training mechanism;the unoptimized system plate,the lack of the quantitative analysis and the lack of linkage with other systems;and also the shortcomings in score division,application and training.Through in-depth analysis of the reasons,the thesis puts forward four suggestions,which are to strengthen the DPF culture education,to improve the DPF management system,to optimize the DPF information platform,and to improve the DPF implementation efficiency.It will inject vigor and vitality into the orderly promotion of DPF platform in tax system from Tianjin to the whole country.