On The Competition-for-posts Mechanisms For Administrative Leaders In China Customs

The purpose of this thesis is to make an in-depth analysis of competition-for-posts mechanisms in Guangzhou Customs by using interviews and comparative methods, thus to some degree disclosing the fundamental problems of competition-for-posts mechanisms in China's administrative system. By integrating internal labor market theory, motivation theory, incentive theory for public sectors, and theory of institutional innovation, this paper discusses the theoretical perspectives of competition-for-posts mechanisms, then based on the above theoretical and empirical analysis, examines and compares the practices and experiences of civil servant promotion in the UK, the US, Taiwan, Hong Kong and other developed countries or regions, and finally gives some suggestions for the improvement of competition-for-posts mechanisms.The findings are as follows. Since the implementation of competition-for-posts mechanisms, the distribution structure of administrative leaders including such aspects as ages, education background, gender and competency has become plausible, and the administrative efficiency has improved substantially. However, there are still a lot of problems that need to be solved, including incomplete comprehension of this mechanism; insufficient information about specifications of positions to compete; unclear directions for qualifications required of participants, the promotion examination itself, the responsibility of examiners, the qualification evaluation process; failure to deal properly with those who have failed to be promoted, and deficiency in training for upper level positions. To a certain degree, these problems also reveal some common problems in implementing the competition-for-posts mechanisms in China's administrative system.Based on the above findings, the paper finally proposes some measures to improve and perfect the competition-for-posts mechanisms in Guangzhou Customs, including the enhancement of positive attitudes towards this mechanism, the establishment of a sound register and qualification evaluation system, the adjustment of comprehensive test, forming efficient rules to evaluate and assess the performance of civil servants, building a systematic training system, and establishing a good mechanism to handle those who fail at the promotion process.