Construction Of The Meteorological Department Research Team Of Young Talent

Youth talents are the most active, most vigorous and most productive part of the human resources, and hence, youth talents building is the focus and the key problem of the human resource development. The task for HR management of the youth is mainly to enhance the qualifications of the youth, to develop their potentials and to effectively deploy and utilize the youth talents, which is also a difficult part in HR development research. Scholars from China and abroad have been exploring the role of human resource management in enterprise management from various perspectives for quite some time, and have acquired many important outcomes. However, the theoretical researches being based on the market economy, the purpose of them was the profit maximum, and the outcomes are mostly in the aspect of the enterprises, instead of the public institutions. The thesis aims to find out, on the basis of the existing research achievement and through an analysis of the status quo and measures of cultivation of youth in the meteorological sector, the defects in the cultivation of youth in the sector, so as to put forward suggestions and solutions to the HR development among young cadres in the sector.In order to meet the needs of the national economic development and promote the development of the meteorological undertakings, during the "Tenth Five-Year Plan" period, the central meteorological sector implemented its HR strategy, which has played an important role in the youth talents building of the sector, with considerable achievements. After the efforts during the Tenth and Eleventh Five-Year Plans, the youth talents building has achieved a lot. The number of the youth talents has increased; the average academic degree in the meteorological sector has been elevated; the distribution of the human resources has been gradually balanced and the average age of the sector is evidently reduced; all indicating an optimized HR layout.Despite the achievement in HR development among the youth in the meteorological sector, there is still room for improvement. An analysis of an investigation of the youth in grassroots meteorological agencies shows, among other problems, that the distribution of the youth talents needs to be improved, that the layout of the diploma levels and regions needs to be optimized, that the training and education system needs to be improved and that the mobility of the youth talents needs to be enhanced.To solve the problems of youth human resources development existing in the meteorological sector, the author put forward a series of corresponding suggestions:namely to optimize the recruitment process so that the outlook on selection could be changed and the channels of human resources could be broadened; to set up a regular training system according to the characteristics of their growth; to strengthen capacity of trainers and to improve training system so that HR development of youth could be promoted; to set up a rational evaluation and utilization system of the youth talents so as to provide chances of rapid development for excellent talents; to promote the exchange of positions and levels so as to improve the rational mobility system of the youth talents; to attach more attention to the needs of the youth in their real life and career development so as to improve the incentive and ensuring system so as to achieve an overall elevation of the HR development of youth in the meteorological sector. Through the multi-channeled, multi-angled improvement, the dynamics and level of the youth talents in meteorological sector will get an overall progress.