The Public Security Organ Talent Incentive Mechanism Research In Yunnan Province

At present, the domestic and international status is becoming more complicated. The public security department is facing big challenges as it shoulders the major responsibilities in keeping the political security and social stability. The "3.01 "case and other major cases have exposed that the public security department still has the problems in filed work, law enforcement and team regularization. In recent years, in Yunnan province, the public security team is short of professionals and unstable which greatly affect the public security work and its team construction. The department fails to recruit the professionals needed and retain those who have been recruited.Firstly, Yunnan province is in border area and has great numbers of minority ethnics. Its economy is less developed which is not so attractive to the graduates. The public servant recruiting system does not limit where the graduates come from, so the graduates from Yunnan province are less competitive. The graduates recruited from other provinces do not so settled down to their work and so do the graduates recruited from Yunnan provinces as the economy condition is different among 16 prefectures and cities. The departments in remote areas and poor counties undergo serious brain strain. Secondly, the police officers enjoyed the same wages and ranks as workers in other public servant departments but suffer great psychological pressures, so many of them choose to transfer their jobs. Thirdly, the students from the public security colleges are the most suitable talents for public security departments. Influenced by the recruiting system, the possibility of recruiting the ideal graduates is lowered. This paper aims to explore how should the personnel and human recourses departments improve the innovation of public security department management combining with the theories I have learnt during my MPA study.