Our Country Entering And Leaving Country Border Defense Inspection System Human Resources Management Question Research

Human resources (HR) is fundamental to the subsistence and development of any organization and the human resources management (HRM), which is the linchpin to the success of the organization, is of particular importance in the presence of complex and intensive competition for subsistence and development. Therefore, the improvement of HRM is now an objective to many organization leaders.With deepening reform and opening in China, the quality of law enforcement and service in the exit and entry border inspection system (hereinafter referred to as the border inspection system) is increasingly extending its influence on the national security, social stability and the general situation of the reform and opening. Under such a circumstance, the border inspection system can guarantee the fulfillment of its duties only by continuous improvement and optimization of the management and the structure of its HR. However, the personnel management in Chinese border inspection system presently remains passive and has not yet transformed into active HRM - monotonous and unsystematic with humanism absent in the managing process. Because of these defects, the border inspection system has been stagnant along the way of professionalism, falling short of the state's requirements and lagging behind the development in the world. Thereupon, how to institutionalize a new notion on HRM so as to better develop, train and use cadres is a significant issue confronting us.Through investigation (case and statistics study) and by adopting an analytical method, the thesis goes into details of the status quo and the effect of HRM in the current border inspection system and, based on the analysis, corresponding solutions are discussed.The thesis is divided into three parts (excluding introduction).Part I is an explication on the theory of human resources. It illustrates the rationale of the management improvement by elaborating the theoretical basis, major content and importance of human resources management. The orientation of improvement is specified hereafter by expounding the relevant theories and special attributions of the human resources management in the public sector.Part II is an analysis on the status quo of HRM in the current boarder inspection system in China. On the basis of this comprehensive analysis, the current situation and the effect is summarized and dissected in details, which reveals that some achievements has been made, showing positive effect on the development of the system to some extent, but, generally speaking, not perfect. There following defects are found. First, recruiting criteria are not specific and operation is not standard in the stage of recruitment. Second, the assessment is monotonous in methods and hollow in contents. Third, the stimulating methods are not complete with humanism absent. Fourth, training style is obsolete with inferior training quality. Fifth, the constables are being heavily used but loosely managed.Part III is where the corresponding solutions are found. The thesis holds that to improve the HRM in the border inspection system, the recruitment system should be ameliorated with standardized recruiting procedure first. Second, assessment system should be complete to bring assessing effect. Third, stimulation system should be optimized to realize better personnel motivation. Fourth, training should be enhanced with improved training quality. Fifth, the mindset of human resources should be altered to form innovative HR system.There is scanty research in the academic circle for the HRM in a specific public sector. In particular, there has been no such type of research conducted for the border inspection system. Therefore, this thesis is blazing a new trail in a sense. It is a new tentative research for the HRM in the public sector, opening new horizon for the research in this field.