Research On The Problems And Countermeasures Of The Reform Of The Civil Service Classification Management System

White leonard,the major theorist in public administration, once said,“The personnelmanagement is built on two pillars, one is selecting talented, one is the positionclassification, both of them are indispensable. It clearly reflects that how important theposition classification works in the system of scientific personnel management. A simple,scientific and effective position classification not only helps to set up a clear positionspecification and placement, but also build up the corresponding appraisal managementsystem of selecting,assessment, performance evaluation, management training andpromotion for civil servant. In other words, a scientific, logical classification for civilservant to a certain extent determines the high administrative efficiency and executivestature of our country.The released civil servant law of the People’s Republic of China in2006has dividedthe civic servant into three groups: the Integrated Management, administrativeenforcement of law and skilled personnel, which shows the fact that our classificationmanagement for civil servant has become more logical and normative. As far as we knowthat many departments of central government, province and city has been explored waysof reforming, the civil servant appointment system, which was put forward by the Humanresources and Social Security Bureau of Shenzhen, is the most represented reformation ofclassification. The progress it made has come first on the list.As a normal civil servant who works in personnel department, I combined my jobpractice, collected the information of specific methods, achievement and problem for thecivil servant classification reformation. At the same time, I put forward some feasiblemethods for the classification reformation, hopefully I can enrich and develop the theoryof classification and make efforts to the great success for Shenzhen and even the nationalcivil servant classification system.