H Provincial Department Of Transportation To Improve Mid-level Management Strategy

After years of development, integrated traffic system, including railways, highways, waterways and air transport as the main body, has been initially formed in H province. However, it still needs to reform deeply in terms of policies, regulations, institutions, mechanisms to go beyond the traditional mindset and establish a truly effective long-term mechanism to better promote the rapid, sustainable and healthy development of transportation. It is known that talents are fundamental for career development, so middle-level cadres are vital in talent management and career development. Therefore, in-depth study on management system of middle-level cadres is needed to establish cadres’ management mechanism better for traffic system development.Combining with interviews and questionnaires, the survey on cadres’ management in H province transportation hall are conducted, thus, some advantages and disadvantages are summed up. Concerning these shortcomings, combined with the latest central documentation requirements, some corresponding management improvements are proposed from six aspects. On selection and appointment of cadres, it needs to balance promoted indicators, expand the scope of democracy and strengthen accountability. On training of cadres, it should enhance the training on business skills, self-cultivation and planning. On communication and rotation of cadres, it needs to carry out a regular communication within departments and two-way communication between leading organs and organs directly under the H province transportation hall to promote rotation normalization of young cadres. On performance evaluation and management of cadres, it should enhance comprehensive examination, quantification assessment indicators and pay attention on the application of evaluation results. On supervision of middle-level cadres, it needs to carry forward decentralization of chief cadres to promote cooperation between discipline inspection departments and personnel department and strengthen the democratization of decision-making. On the incentive of middle-level cadres, it needs to perfect parallel mechanism of job taxonomy and personnel ranks and cadre exchange mechanism, implements the cadre leave system, and builds up a sound performance examine system and salary distribution system. At last, the safeguard measures on improvement of the middle-level cadres’ management are proposed in the aspect of culture, organization, information management and sustainable of management, etc.Research results will give a guidance and reference on improvement of mid-level cadres’ management in H province transportation hall, and so will the similar departments.