Sichuan A Irs Training System Diagnosis

Knowledge capital is an important foundation which the enterprise relies to realize and increase their value. Faced with the rapid technology evolution, the ageing knowledge and skills of the workforce in contrast with the increasing demand of enhancing productivity, employers need to develop knowledge capital strategically by incorporating the concept of human resource management. It means that the employers will have to establish/enhance the awareness of the importance of employee training. As one of the public administrative functions of the government, Country Administration of Taxation ("CAT") undertakes the responsibility of taxation. It also controls the countries economic arteries and therefore, is a governmental function that requires a high level of professionalism. Training is, as a result, crucial to the enhancement of the professionalism of the workforce of CAT. For example, CAT A suffers from the poor quality of its workforce which shows the deficiencies in dynamic, motivation and initiative, and negative thoughts due to its inherent organizational defects. These negative factors have become an obstacle to promoting taxation. Though CAT A tried to solve the problems with more extensive trainings, this effort yielded little effect due to the defects in its human resource management and incentive mechanism, etc., which have affected the competence of the workforce. It is clear that CAT A needs to improve its human resource training and development system immediately.This thesis studies the training system of the CAT A based on the in-depth analysis and diagnosis of the human resources training and development system .It tries to find both the objective and subjective causes to the problems that arise during the phases of pre- training, in-training and post-training. It also provides suggestions which can firstly,strengthen the human resources management of the CAT A . Secondly, reduce the negative impact on the level of motivation, satisfaction and loyalty of the workforce. Thirdly, promote a win-win situation where the organization and the individuals both develop. The problems during the phases of pre-training, in-training and post-training usually arise as follow: the development strategy of human resources training, the incentive and restraint mechanism, the training needs identification, the training goal setting, the training target identification and lastly, the assessment of training effectiveness.Based on the analysis of the existing training problem of A Bureau, this paper finally re-built the training system which might be valuable to the present training system.