| Employment is one of the main struts that support national economic development.Employment services can improve the survival status of the unemployed effectively,reduce social conflicts,and maintain social stability so as to promote economic development.At present employment services are divided into two,one is the public employment services and the other is the profit employment service agencies.The public employment service oriented among both.Public employment service is a kind of service based on employment service agencies government-led and social parties involved,help workers get jobs and enhance their employability free of charge.It is a general term for a range of work-related services helping employers to find qualified labor work in order to promote employment(Jian Gang,2005).Grassroots p ublic employment services have a lot of features,like breadth,complexity etc.Therefore,this work requires a certain level of competency to be competent,with particular attention to grass-roots non-provision of public employment services in staff compe tency assessment and culture.Grass-roots public employment service staff not in preparing(hereinafter referred to as "civil servants not in the series")that is the public employment service agencies(Human Resources and Social Security Bureau,talent ce nters,etc.)unformal preparation staff,at the county level and below.Although there is no preparation,but they play a dominant role in employment services work.For example,Tongchuan C ity,the number of non-coding civil servants is nearly 800 people.In fact,there were 283 prefecture-level cities.If each prefecture-level city signed 400 civil servants not in the series,then the country will have 100,000 or more civil servants not in the series engaged in grassroots public employment services.It is visible that the recruitment of civil service is important for improving the employment levels and the quality of employment in our country.Competence refers to the knowledge,skills and abilities and other characteristics associated with job performance and work scenarios,Mc C lelland pointed competency identification of outstanding performance can be distinguished Peace commonplace.Competency model can be effectively applied to develop recruitment criteria,selection of talents for the primary employment.This study does not simply follow the glacier competency model is divided into dominant and recessive characteristic elements characteristic elements,but a combination of grassroots public employment services their own unique content of the work and development strategies,there are many levels divided into core competency,competent behavioral indicators and competency group layers.In this study,Tongchuan city as an example,in the review of the relevant theory and literature,as well as interviews with more than 500 public employment services staff of Tongchuan City(Including authorized strength and non-permanent staff)in preparing the civil service on the basis of questionnaires,exploratory and confirmatory factor analysis,the evaluation of non-civil servants in the series Scale validity and reliability analysis in order to establish competency model in a series of non-civil servants.Non-series competence in the civil service including five dimensions including personal ability,mental attitude,mindset,team building and knowledge,can be more objective measure of competency in the provision of non-civil service by a certain function,a total of 37 secondary indicators.Meanwhile,this paper also gives a comparative analysis of the ability of grassroots public employment service personnel both "in series" and "non-in series".And explore the influence of the preparation on the ability and quality.The study will be helpful to Human resources and Social Security Bureau in selection,recruitment,training,and provision proposed empirical standards development in the non-civil servants,but also for the future of primary employment services and non-provides new ideas and methods in the civil service reform provision. |
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