Examining And Employing Officials In The Tax System And Countermeasures

Recruitment examination system is an important part of the civil servant system. Publicity, fairness and equality are important marks to evaluate the perfection and maturity of the system of public servants. Since the foundation of the system, the examination recruitment has already been improved greatly. The concept of "compulsory tests before entrance " has been deeply rooted among the people, and the yearly civil service examination has become "the country's first big test". However, it's unelectable that the system has not been completely perfect yet, and many problems still exist in the process of recruitment from one place to another. In this thesis, the process of civil servants recruitment examination of a national tax system in S province is taken as the research object, with methods of comparative analysis, quantitative analysis and thorough interview, its testing and recruiting process will be studied deeply and systematically.The problems existing in the civil servants recruitment examination of a national tax system in S province include aspects as follows: establishment distribution disjointed with the employing plan; irrational registering qualifications designs; non-standard written examination of specialized courses; irregular organization and implement of the structural interview, for example, the formation of examiners group is not reasonable, the test questions are not regular and the scoring method unscientific; irrational computing method of comprehensive examinations; insufficient recruiting information publication; the existing machine less favorable to the people in the underdeveloped areas; unreasonable interview and physical procedure; incomprehensive assessment contents and so on.The series of problems above existing in the process from written tests to interview in S province are mainly caused by the following four reasons. First and foremost, the system such as laws and regulations that specifies the civil servants recruitment is delayed. Second, the traditional personnel management makes a negative effect to the recruitment examination. Third, the education of HR staffs in the national tax system of S province is limited. Last but not least, the oversight mechanisms are poor.In order to solve the problems above, the following strategies are needed:to forecast the talent requirements and increase the establishments accordingly; to analyze the work for the position to be increased; to strengthen the interviewer group through qualification enhancement, training and supervising; to utilize the computing method of "doing away with the highest and lowest marks individually" in the interview; to develop a set of interview questions suited to the "talent-position-organization" model and set up a Test Bank; to solve the problems of failing to employ the talents in the less developed areas from the mechanism; and furthermore, the readjustment of interview process, the incensement of testing contents and the foundation of relevant rules and regulations are also necessary.