Research On Talent Management Of County Meteorological Agency

At present and for a fairly long time, China is in the key period of building a moderately prosperous society and of transformation of the pattern of economic development. The position of meteorological work in the whole economic and social development is more important and more outstanding, and its task is more arduous. The core of our competition with developed countries is the competition of human resourses. Human resources are the key factor in ensuring sound development of meterology. Community-level entities are crucial for cultivating talents. County-level meteorological services, as the lowest level of the entity responsible for managing meteorology, should fully implement the functions of meteorological public services and social management, and undertake the meteorological service, including disaster prevention and mitigation, weather modification, lightning prevention and services for agriculture. Therefore, the building of a scientific and reasonable human resource management system in county-level meteorological services is important not only to deepening the reform of meteorological structure, but also to the motivation of the staff there.The Party Committee of China Meteorological Administration attaches great importance to the county level meteorological activities.The Committee always give priority to strengthening meteorological activities and enhancing talent cultivation at the grass-roots level. It has implemented a project named "strengthening foundation ", which aimed at improving the talent cultivation environment at the grass-roots level. As a result of this project, staff of the meteorological servcies at the county-level was more motivated. However, due to the historical factors and long-term policy factors, some problems still exist in the human resourse management of county-level meteorological services. They can not adapt to the development of meteorological services. Lack of talents has become a bottleneck which restrict the development of their operations.This thesis starts with the goal of the comprehensive reform in county-level meteorological services and summarized the research literature in China and abroad. It expounded the history of human resource management in county-level meteorological services. An analysis of such management in county-level meteorological services shows, among other problems, that the quantity and quality of talented people need to be raised, the structure of human resourses to be optimized and the barriers which segregate personnel exchange to be broken. Such problems were also found:lack of systematic training, the management of off-staff personnel is irregular and leadership development needs to be strengthened.To solve those problems, the author put forward a series of suggestions as follows:to set up medium-and long-term human resourse development plan; to set up post-setting systems; to improve incentive and guarantee systems; to improve diversified training systems; to set up the regulations of off-staff personnel management; to set up and improve the management systems of grass-roots leadership.