Optimization Research On Classified Civil Servant Examination And Recruitment System Of Shanghai In Integrated Management Category

The civil servants entrance examination for general administrative posts is an important component in the recruiting procedure of civil servants,which as an entrance to the party and government organs,provides organizational guarantee and talent support for realizing the strategic objectives of development in the new era.As the reform of civil servants classification deepens,up-to-date requirements and tasks have been assigned to classified entrance examination for civil servants.Into a new era,the defining characteristics of the reform includes a scientific orientation in the classification of civil servants,a competency criterion in assessing civil servants performance,and improved scientification and accuracy in the recruitment procedure,along with precise implementation of policies and fairness and transparency.The new goal of the development of the classified examination mechanism of Shanghai general management civil servants is to improve the efficiency and efficacy of the classified recruitment of civil servants.In the New Journey,it is the right thing to learn from the western competency model theory to the sector of classified entrance examination,to explore best methods for classified civil servants entrance examination and talent selection,providing strong support for talent evaluation as well.Based on the background of civil servant classification reform through the theoretical perspective of competency model,this paper focuses on the effectiveness and shortcomings of Shanghai’s comprehensive management civil servant classified entrance examination mechanism over the years,which in poor anchoring of job descriptions,low matching between job information and job search intentions,old-fashioned classification of external competency assessment,slow development of implicit competency assessment,and ineffective operation of inspection mechanism.Using the literature research method,interview survey method,questionnaire survey method in conjunction with the "person-job matching" theory to examine five aspects of the current practice of the three basic outer-mechanisms of the job setting mechanism.With the help of literature study,case study and empirical research,a Horn-Meter system model is set up to analyze the difficulties and challenges in applying competency model theory to classified recruitment system,to explore the breakthroughs and innovations in achieving high-quality classified recruitment,and thus searching for effective solutions and suggestions,both theoretical and practical for optimizing the examination and recruitment system of civil servants of integrated management category in Shanghai.Meanwhile,the main reasons for the insufficient application of the competency model theory in the operation of Shanghai’s comprehensive management classification examination mechanism,which are including relatively slow research of the competency model,the lack of integration and allocation of examination resources,the inadequacy of the multi-linkage,synergy mechanism,the lack of support and the path dependence of the examination system to be broken.By discussing from six aspects: the policy implementation standards and goals of the mechanism,the communication between organizations,the examination resources,the characteristics of the executive body,the political and economic environment,and the intention of the executive.To achieve breakthrough and innovation,this paper takes an effective approach of the competency model theory,constructs and optimizes the recruitment mechanism,consisting of five basic sub-mechanisms: Internal traction mechanism,classification standard mechanism,competency assessment mechanism,resource sharing mechanism,effectiveness testing mechanism,then summarizes effective solutions and suggestions,so as to further promote the construction of a new development pattern,enrich theoretical research,optimize operation mechanism,refine policy implementation.