The Research Of Human Resources For Supervision System Of Food Safety In Yuyao County

Yuyao county began the food and drug supervision system reform in the end of 2013 by merging Administrative bureau for industry and commerce and The food and drug administration to set up Market supervision and administration,keeping signs at both Administrative bureau for industry and commerce and The food and drug administration which absorb food safety management duty of Bureau of quality and technical supervision. This thesis take Yuyao county for example,analyzed the basic circumstance of human resources for supervision of food safety in Yuyao county by document research, quantitative research and qualitative research, analyse problems and find out corrective actions, which can referenced by Institutional reform and function transformation of this time and next. The organization structure is not consistent in departments at all levels.The bureau who carry out the responsibility in supervise of food safety is different between the level above the provincial and under city. There are the problem found in this study: 1. The number of configuration is not reasonable.personnel distribution between office and basic level is not reasonable, too more people stay in office to the standard of 30%. 2. The staffing process lack oftransparency. There have no announcements In addition to the appointment of the leadership. Lack of early mobilization, workers’ will collect, one-on-one conversation and so on. 3. Staffing alignment is not enough, which against team integration. 4. Staffing lack of overall consideration. For example, the leadership has no overall concept about this institutional reform, performance appraisal method does not follow up in time, lack of study in institution setting in basic unit and so on. Through the study we found some out corrective actions1. Established coordination group which is led by the municipal government in advance, all the coordination process should in principle based on theory basis,coordinate group members should avoid if there has some condition involved in its own interests.2. The configuration at all levels must be reasonable.3.As far as possible to reduce violations of the interests of the individual.4.Performance evaluation must be timely and effective.5.Make reasonable personnel allocation plan, refining sector culture as soon as possible, strengthen personnel alignment.