Autonomy In National Autonomous Local Personnel Management

China is a united multi-nationality country with the national autonomous areas accounted for64%of the country’s land area, which therefore makes the nationality issues always being a major issue to be well handled with during the development of socialism with Chinese characteristics. In the era of knowledge economy, the local talent quality status of national autonomous areas has a direct impact on the effect of regional national autonomy and management performance of local government in national autonomous area. To some national autonomous areas where economy and social developments has being in the less developed state, the cultivation of a high-quality talent group is the priority to develop local economy, culture and various social affairs.In allusion to the fact that various undertakings development in national autonomous areas is relatively backward and low overall quality of the personnel, Constitution of the People’s Republic of China and Law of the Peoples Republic of China on Regional National Autonomy as well as other laws endow local organs in national autonomous areas with certain measures to promote personnel management autonomy for personnel development. The autonomy includes four aspects:cadre indigenization in the organs of self-government, the autonomy of priority recruit, the autonomy of personnel development and the autonomy of using personnel. In national autonomous areas, personnel management autonomy means local organs of self-government exercises personnel management autonomy within the framework of the law and takes various and flexible measures to have talent selection, training, appointing and retention a in a creative way.Concerning of cadre indigenization in the organs of self-government in national autonomous areas, the institutional arrangement of which focuses on that the principal cadre in people’s government of a national autonomous area should be chosen from among citizens of the nationality exercising regional autonomy, that the chairman and vice-chairmen of the standing committee of the people’s congress of a national autonomous area shall be one or more citizens of the nationality exercising regional autonomy in the area and that other posts in the people’s government of an autonomous region should be assumed by people of the nationality exercising regional autonomy with appropriate proportion. Regarding of this institutional arrangement, it shows a rapid development in number of ethnic minority cadres, an increasing proportion of ethnic minority cadres in self-government organs, a remarkable result of cadre indigenization in the organs of self-government and improvement of cadres’quality in self-government organs. However, there are a range of imperfection coexist mainly as that insufficient proportion of ethnic minority cadres in self-government organs, that lack of rationalization of cadres structure in self-government organs, that the quality of ethnic minority cadres to be improved and that latent fighting of "Party" and "Ethnicity" among cadres in self-government organs. Therefore, it is necessary to further improve the understanding of cadre indigenization in the organs of self-government as the priority, to develop education of ethnic minorities so as to solve the basic problems of ethnic minority cadres from the source, to strive to improve the overall quality of ethnic minority cadres, to make great efforts to train high-quality backup cadres, to strengthen the legal system construction of cadre indigenization in the organs of self-government and to enhance the political culture training on "citizens" in national autonomous areas.The institutional arrangement of the autonomy priority recruiting includes that minority candidate policy of college enrollment, that preference for minority candidates in civil service recruitment, that preference for minority candidates in enterprises and public institutions and that special policy of personnel selection for minority candidates. From the applying, it showed positive results in priority recruitment. Still, there are many problems as well. Firstly, it is insufficient to process priority recruitment. Secondly, the policy of college enrollment has been oversimplified. Thirdly, it is not an easy access to civil service system. Last but not least, there is no system guarantee in preference for minority candidates in enterprises and public institutions. To consummate this policy, there are four aspects to be concerned. On the one hand, it is necessary to enhance the awareness of priority recruitment in self-government organs. On the other hand, it is a must to consummate the policy of college enrollment for examinees. Moreover, it is important to apply flexible system of civil service in national autonomous areas. The last one is to build up legal system to guarantee the autonomy of priority recruitment.The institutional arrangement of the autonomy of personnel development consists of five points, namely, support to independent development of minority education, flexible policy of talent introduction, multi measures on local talent training, temporary post development of selected minority personnel and mechanism of cadre two-way practice. The autonomy of personnel development in national autonomous areas has achieved a lot in practice. Firstly, minority education system has basically been established. Secondly, the policy of talent introduction has been constantly improving. Thirdly, the mechanism of personnel training has been improved. Moreover, the temporary post development has been gradually expanded. Lastly, the efforts on cadre practice have been strengthened. Despite all that, some problems appears. For instance, the minority education has lagged behind; the talent introduction bristled with difficulties; the personnel training remains to be improved; the management of temporary post selection needs to be standardized and cadre practice system is unsound. To deal with those problems and to improve the level of autonomy of personnel development in national autonomous areas, it is necessary to strive to accelerate integral development of minority education, to enhance the talent introduction, to complete a sound and perfect long-term mechanism of personnel training, to regulate the dispatch and administration of cadre temporary post operation and to enhance the execution of cadre practice system by developing measures. With regard to autonomy of using personnel, there are five aspects to be concerned. The first one is to set up proper environment for the talents. The second one is to provide favorable public service for talents. To build a sound evaluation system of talents is also important. Moreover, to establish effective incentive system for talents and to have a perfect guarantee system for talents are necessary as well. According to the running condition, it is obvious to see that there is improvement in personnel development environment in national autonomous areas, that the ability of personnel public service has been promoted, that evaluation system of talents has been initiatorily established, that incentive system for talents has achieved initial success and that guarantee system for talents has been constantly improving. However, there are some problems in practice such as talent ability display is restricted due to surroundings; deep-seated problems of talent public service emerged in endlessly; there is a lack of classified differentiation talent evaluation mechanism; the way of talent motivation is simple and less executive and legislation of talent guarantee lags behind and has bottleneck problem of fund. In allusion to the problems as well as to improve the autonomy of using personnel, it is a must to take necessary measure in national autonomous areas, listed as to strive to optimize environment for the talents, to improve public service for talents, to build a sound evaluation system of talents, to innovate incentive system for talents and to consummate guarantee system for talents.