Research On Public Sector Human Resources Strategic Of The City Of Shenyang

Human resource strategy is a kind of management measures based on thescientific prediction of the demand and supply of human resources for organizationsin the future, disseminates strategic goals and missions of an organization among itsmembers, in order to ensure the consistency between the human resource managementand the organizational strategy, improve the performance and contribution ability ofhuman resources, and promote the reaching of the strategic goals of organizations.The values of human resources strategy for the public sectors can be shown in thefollowing aspects:(1) to help public sectors rationally treat its personnel relatedmatters and its management process;(2) to show the directions of human resourcemanagement activities of public sectors;(3) to highlight the importance of core talentsin the public sectors;(4) to make public sectors pay more attention to the long-termdevelopment of human resources;(5) promote the further transform of public sectors.Shenyang city is one of the old industrial bases in our country, so its personneladministration system has been influenced by the old traditions for long and has theproblems like insufficient attentions to the human resource strategies and poorimplementation of those strategies etc. The implementation and promotion of astrategy cannot be achieved overnight, and it is a step-by-step process of improvementand perfection. From the view of strategic management, without the effectiveexecution, any strategic choice is nothing, no matter how reasonable it is. The initiatorof a strategy must make the strategic choices based on actual situation, then set up apowerful executive branch, earn the recognition from the members, and win enoughsecuring resources. Only in this way can human resource strategy play its role andbecome the driving force for public sector to reach their value goals.The first part of this paper is the introduction, reviewing the research status ofthe human resources strategies in the public sectors in and out of China, and brieflyintroducing the theoretical and practical significances, research methods and prospectsof studying human resources strategy of public sectors. The second part explains thebasic concepts of human resources strategy and new public management theory, andthe application of new public management theory in this paper. The third part is a case study on the issues of human resources strategy in Shenyang. Though investigationand visiting, I studied the human resource situation in Shenyang and found out somecommon problems in the stages of analyzing, formulating, implementing andevaluating human resource strategies of public sectors. From the combination of thetheory and practical situation, the issues of human resource admiration in Shenyang’spublic sectors are mainly displayed in:(1) the changes choice on the mode of strategicignores the people’s needs;(2) the lack of efficient execution system;(3) high cost ofthe implementation of a strategy;(4) insufficient securing resources of a strategy. Thefourth part puts forward some solutions regarding the causes of above problems. Thelast part is the closing. Comparing the pros and cons of traditional human resourceadministration system and modern human resource strategy, it looks ahead thedevelopment prospects of human resource strategy in Shenyang’s public sectors.