Research On The Managemental System Of Staff Members' Work In Hunan Public Departments

As the system of socialist market economy has been established, the public department as a service sector must adapt itself to the new time. What is most urgent nowadays is that the control over the civil service department should be reinforced and the system to encourage staff members must be innovated. As the present public department is unable to solve the problems concerning human resource management and little attention is paid to what the staff members want, so the present public department is not so efficent as is demanded. Since the year of 2009, the Government Performance Assessment has been gradually put into practice in the provincial and municiple departments, reformation and innovation of governmental human resources and the management system has reached a new stage. In fact, since the last decades in the 20th century, many countries around the world have been doing "entrepreneurial government" reforms. This essay, therefore, is devoted to exploring the ways thereby the staff members'work is managed in the civil service departments.This essay mainly explores the ways thereby the staff members's work is controlled in the statistical departments by means of theoretical explanations and case studies as well as quantitative analysese and qualitative studies.That is to say, it centers its discussion around large quantities of documents, cases and statistics, makes a synthetical analysis of the work management problems in the provincial departments and aims to expose the problems which exist in the human resource management system of the public sectors. Those problems are so evident that the present essay finds it necessary for the public sectors to reinforce their control over the staff members' work and boldly provides a management frame with a view to lifting the administrative efficiency and productivity of the public-sector workers.By analysing the first-hand statistics on the work management in the provincial departments and by employing the questionnaires and on-site interviews, this essay centres itself on discussing such problems as neglecting needs of civil servants,ignoring the role of material incentives, making aimless the focused trainings, formalizing but disregarding the spiritual encouragement, failing to feedback the performance appraisal of the real contribution of the staff members and making no formal work plan for the people in questions. It further proposes six methods to solve the above problems:to establish a market-oriented mechanism to pay the public-sector workers, to develop job trainings to help the staff members making work plans, to build a work management feedback system, to create an environment of self expression, to provide a platform of competition, and to cultilvise a new "administration culture" that meets the demands of public sectors. These methods are designed to enhance efficency and enthusiasm, a sense of collective honor and a sense of belonging. The open management thinking will natually lead to the development of a new work-controlling system that can improve administrative efficiency and public-sector productivity. In the competitive society, the implementation of the work management system in the public sectors is conducive to developing effective public sectors and making rational use of human resources in the regional "competitions".