Study On Problems And Strategies Of Recessive Loss Of Young Talents Of Basic Public Security

Nowadays, under the background of knowledge and economy,"Talents areregarded as the first resource", human resource is becoming more and moreimportant-possessing the advantage of talented human means possessing theadvantage of competition. With the constant expanding of public security work andthe transition of the function of the service, the demand and aspiration of the basicpublic security for talents in various fields are necessary and urgent. Attractingtalents, developing talents, retaining talents and the good use of talents havebecome urgent demand of the future development of the public securityorganizations."Talents are not only the foundation of a nation, but also theprosperity of business." More than a century ago, Mr Liang Qichao once said:"Thriving youths lead to a thriving nation, strong youths lead to a strong country."Therefore, young talents are not only the effective strength of the sustainabledevelopment of the public security business, but also the power of reform anddevelopment of public security work.As the forefront of the public security work, the basic public security are incharge of the major public security work, contact most extensively and frequentlywith the masses of the people and struggle directly with illegal and criminalbehaviors. The number of police in many countries in the world is around thirty overten thousand of the total population, and the average of our country is only thirteenover ten thousand. So many basic public security departments have the widespreadproblems of insufficient police forces and overload work. Overtime working becomesa commonplace. With the backdrop of the global integration and the progress of newtechnology revolution, some ideas derived by the market economy, such as "moneyworship","bureaucratism" and "hedonism" were widespread, which challenge a partof the security forces who rely on hard work and loyalty to the organization for workand payment stability and justice. All these lead to low job satisfaction, low sense ofaccomplishment, low happiness and low loyalty to organizations. This phenomenonis especially obvious in some young talents of basic public security. Compared with the ordinary police, young talents of basic public security ownhigher personal qualities, stronger sense of individual autonomy and strongerpersonal ability of creation. They have strong desire for realization of self value.However, for a long time, due to the reasons such as a lack value to the demand ofyoung talents for higher level, the current severe employment situation, theuncertainties of the future and drastic competitions, some young talents of basicpublic security don’t want to lose vested interests or job-hop because of hightransferring costs and the restriction by administration. They will often choose to stayin the organizations, but their involvement into the job is decreasing. Therefore, notall young people of basic public security will work actively and creatively as always. Ifthings go on like this, their talent value will weaken, which will lead to theorganization performance crises of the recessive loss of talents.Recessive loss of talents means under the personnel and organization contractrelationship, talents lost their working enthusiasm for lack of incentives and otherreasons. They don’t play out their ability, which will affect organizationalperformance. Recessive loss of young talents of basic public security is unobservableto detect. The danger is more serious than dominant loss, which, to some extent,restricts the sustainable development of basic public security. Therefore, how toprevent and control the recessive loss of basic public security has become an urgentresearch subject. This article reviewed a large number of relevant concepts, theoriesand research status of talents recessive loss. Until now, there are no scholars havedeveloped intensive research on the recessive loss of young talents of basic publicsecurity. This article uses the methods of literature research, questionnaires, personalinterviews, case analysis, expert consultations and takes the public securitysub-bureau in P district of Shanghai (P sub-bureau in short) for example to putforward effective strategies in order to solve the recessive loss of young talentsthrough investigating the current situation and reasons of the recessive loss of youngtalents of P sub-bureau.