Study On The Human Resource Management System Of Grassroots Food And Drug Supervision

In view of food and drug safety relate with the people's life and safety, the responsibility of Food and Drug Administration is significant to be as the supervision department. However, the current food and drug safety situation is still complicated. The stage characteristics of the high risk and contradiction are still obvious. Especially after the institutional reform, the supervision task of Food and Drug Administration is increased significantly, and the regulatory gap is further expanding. The Food and Drug Administration is facing huge challenge which is depended on the effectiveness of the internal human resource management. Meanwhile, as a public sector, the human resources management of the Food and Drug Administration decides the development of the department. It is the key to perform the department's responsibility. As a result, it is very important to maintain and improve the human resource quality of food and drug supervision system.This thesis takes the HuiAn Food and Drug Administration as the research object. On the basis of analyzing the current situation of human resource management, this paper summarizes the problem, including the unreasonable personnel structure, useless human resource planning, unreasonable talented person system, mere formulaic performance appraisal, rigid personnel training and incentive failure of human resource management. Then to explores the reason for the existence of the problem, this thesis explore in depth from the management philosophy, unprofessional human resources, management mechanism, management nvironment five areas to pointed out the reasons. Finally, Based on the relevant theories and methods, the main strategy to improve human resource management of the grassroots Food and Drug Supervision System can be summarized as follow:set up the advanced management concept of human resources, built a professional human resources management team, establish a scientific and reasonable human resource planning system, play the personnel recruiting autonomy, improve the human resources performance management system, renew the training system and improve the human resources incentive mechanism.