The Research Of Customs Human Resource Motication Control Mechanism Under The Civil Servant Classification Management Point Of View

Along with the rapid growth of our international trades, the effects of theCustoms as an administrative authority over the inbound/outbound flow arecontinuously increasing in the participation of the national macroeconomicmanagement. A higher efficiency is then being demanded by the centralgovernment and various social communities. It is emphasized and highlighted inthe official report of18thnational congress of CCP that the reformation ofpersonnel system institution must be intensified in order to advance the elitetraining and management team construction. A new phenomenon should becreated to support and prove everyone’s talent and capability.Despite the breakthrough on the Customs human resource institutionconstruction among these years, several fundamental issues still remainunsolved in the domain of personnel administration and motivation control.For example, lack of human-orientated management to the personneladministration, flaws in the appraisal mechanism affecting the award,unbalanced salary system, bottlenecks for promotion, etc. Many new recruitswith adequate qualification and high education background become quicklyburnout just after several years of work, causing by insufficient motivationcontrol. This issue becomes more and more critical to the Customs humanresource management and requires a thorough research on the civil servantmotivation control mechanism.This article is composed by four parts which are introduction and threemain chapters. The introduction presents the background of the topic and a brief summary of the human resource motivation system, civil servant classificationmanagement theory over the world, as well as the current research status ofthese two topics lead by our customs. It also introduces the logics, structure andinnovation of this article. The main article is divided into three chapters, titledand describing “basic concept and related theory”,“current professioncharacteristics and management difficulties of the customs personnel” and“suggestions for optimizing customs human resource motivation controlmechanism”.The third chapter analyzes the issues and defects of the current unifiedhuman resource allocation mechanism, introduces a new classificationmanagement. Based on post-orientated and skill-orientated aspects, customspersonnel can be classified into three categories: integrated management,administration law enforcement and professional technical. The classificationcriteria, post characteristics and descriptions (nature, name and numbers, etc) toeach category are fully illustrated in this chapter, as well as the internalconnections in between, principles of transfer and promotion. In doing so, thecustoms personnel structure can be reformed into a more flexible and productivemechanism. In the end, the third chapter advises detailed applications on recruitadmission, performance evaluation, remuneration and benefits, promotion andprofessional training under the classification management, in order to cope anddeal with the difficulties of the current human resource management. Thus tocomplete the solution for customs human resource motivation mechanism underthe classification managements.