Analysis And Countermeasures For The Problem Of Personnel Recruitment Of Public Institutions In China

The public recruitment of China’s public institutions is to deepen the reform of the personnel system, establish a democratic, open, competitive, merit based selection and employing mechanism, but also stimulate the institutions of vigor and vitality of public institutions, after the civil service recruitment, it becomes a system innovation of personnel system reform.While the implementation of the system has achieved positive results, there are also some problems:human resource planning and personnel needs analysis are missing, job setting is not scientific, the management of institutions is lagging, examination content and method of public recruitment is not scientific and so on.As the country’s deputy provincial cities, Wuhan city starts the public recruitment of public institutions firstly, and has lasted for more than ten years from 2003 . From sticking to the unified organization, ensure the quality of selection, ensure convenient people, full supervision to monitor, Wuhan city has formed a basic norm system and achieved remarkable results, for example it has broaden channels for attracting talents, regulated the selection and appointment system, stricted the management of staffing establishment,and realized the fair and scientific nature of the public recruitment . But there are still some problems:such as personnel recruitment is not scientific, not fair, personnel recruitment system and related management system is not enough cohesion . etc . The formation of these problems, there are some reasons for regulations and system, technical support, and practical operation .In view of the above problems and causes, this paper is to enhance the scientific and fairness for the purpose, and put forward some policy recommendations for the improvement of the recruitment of personnel from the six aspects:1) strengthen the construction of open recruitment regulations system; 2) improve the public recruitment work overall management system; 3) establish a sound supervision and restraint mechanism; 4) strengthen the construction of personnel recruitment professional team; 5) improve the contents and methods of public recruitment; 6) increase investment in public recruitment 。The innovation and value of this paper is as follows:taking Wuhan as a case, analyzing the problems and causes of the recruitment of staff in public institutions systematically and deeply, putting forward policy recommendations for improving the recruitment of personnel in the institutions of the public . These policy recommendations have an important role in the improvement of the relevant policies of Wuhan and have positive significance for promoting the reform of the personnel system of the national institutions.