Research On Human Resource Optimization Of Tax Department Under The Background Of Tax Collection And Management System Reform

In modern society,the human resource is the most valuable resource,and it is also the most active and plastic factor among all production factors.Due to the plasticity of human resources,many experts and scientists at home and abroad are investigating the optimization of human resources,In 2018,the institutional reform plan of the Council of State was adopted at the 13 th National Congress,The reform of the system of collection and administration of state taxes and local taxes has an unprecedented complexity and inconvenience.At the beginning of the reform,the post-responsibility system and the allocation of personnel of the After a year of reform,the main problems of the tax authority are the coordination of staff and posts,adequate responsibility and optimisation of staff structure.In the same way as using scientific and excellent human resources management concepts to replace traditional human resources management,optimise personnel organisation,optimise organisational distribution,expand the development of the human resources system and exploit the potential of human resources,After the reform of the tax collection and administration system,the main problems which the new institutions urgently need to resolve are of far-reaching importance in order to deepen the reform further,promote the development of the tax industry and serve taxpayers better.This paper examines the current situation of the W Tax Bureau staff allocation in the light of the reform of the national tax and local tax system by the digital personnel system of tax administrations.From the aspects of organisation,staffing structure and the current situation of the entire staffing structure,it appears that,following the merger of tax institutions,the situation of the coexistence of redundant and structural shortages of staffing occurs in the tax office.they are a lack of professional talent in management and business,the existing incentive system,the lack of leading positive indicators and the low satisfaction of employees with wage factors in the salary system that influence the optimization of human resources.In view of the problems in the tax office,this paper uses literature research,data research and other methods and presents the following four proposals.rationally allocate and allocate personnel between departments with similar functions and responsibilities.We should unite the older and younger cadres,teach and educate the older cadres,and teach the young cadres work experience and methods so that the young cadres can avoid detours,and let the young cadres learn what they have learned.adapting to the work of network and information technology,renewing it,complementing the benefits of others,integrating it deeply and promoting Win-Win cooperation at all stages;secondly,establishing a reasonable staff reserve plan,training key talent and ensuring that,where relevant,Talents are needed to fill some key positions or to lack key talents capable of filling key talents.To recruit the staff as quickly as possible in order not to delay the work process of the organization;to increase and decrease the mechanism of the ability of the staff to Activate competition for posts and activate stocks to alleviate the reality of the shortage and redundancy;develop a personnel allocation model to promote the organisation,implement and implement the personnel strategy more effectively so that it can be effectively implemented at process level;and staff appropriately to plan and develop the benefits of human resources,promote the optimisation of human resources from the fields of education,use and communication,develop a scientific evaluation and incentive mechanism,fully take into account the role of incentives,create a typical model,Promoting the differentiation of the remuneration system,scientific implementation of negative incentives,maximising the potential of human resources in the tax system and promoting vitality.