A Study On The China Custom Human Resource Management Allocation Based On Modernization Strategy

For building a modern custom, the custom human resource management should be adaptable to custom strategy which is modernization. At present, China custom human resource management activities are not scientific comparatively. It is a key problem for custom to improve management skills and organization performance. The custom human resource allocation is the key activity for custom human resource management, which also requires optimization. This paper would study the human resource allocation theory and practice, try to offer some mental support for China custom human resource management.First, this paper proposes the reasons of the study on China custom human resource allocation in the introduction, points out the means of this paper. Then we make some definitions about this paper to determine the main contents for the study.Secondly, some theories on human resource were reviewed. From the born of human resource management theory to the born of strategy human resource theory, it reflects that organizational strategy become more and more important. After reviewing human resource theory, this paper points out the strategy human resource management is the source of organizational competitive advantage. Then, we analyze the main theory about human resource allocation, and study the person-organization fit problem, which is including some relative literatures on person-organization fit measurements and various methods for the allocation. This lays the theory foundation for the human allocation study in the behind.Then, based on the understanding the historical process of China custom and deeply analyzing the custom modernization strategy objectives, this paper argue out some factors on human resource allocation and points that human resource allocation has important influence on China custom. Meanwhile, this paper divides the human resource allocation into two ways:one is macro field, the other is micro field. According to customs situation, we propose the procedures on human resource allocation for Custom and discuss these procedures concretely.Later, this paper try to study the human resource allocation model for China custom, based on custom features. We also do the human resource allocation empirical study in micro-scope and macro-scope. In the macro model, this paper employ Granger causality test to find the relationship between custom officers number and some factors. We find that, custom human resource allocation will reach its equilibrium number seven years later after tariff, export, GDP growing. It is found that GDP growth can make great effect on custom human resource allocation. The secondIs exportation and tariff, which also calls custom officers quantity increment. By regression analysis, we confirm that factors argued above are correlated to custom officer number. It is shows that the performance of official-abundant customs is obviously better than official-lack customs. In the analysis of micro human resource allocation, this paper learns some lessons from corporate human resource allocation, do the job analysis for several positions, and build evaluation index system to evaluate candidates by AHP, to determine custom official allocation.It is a system job to allocate custom officers. By the empirical study of human resource allocation and combination of reality, we propose several methods to improve custom human allocation. With the modern incentives, culture construction, institution building, we can make an excellent custom official team and allocate officers efficiently.