Study On The Construction Of Quality Evaluation System Of Public Employment Service

In the background of the new economic normal,China is in the crucial period of deepening reform and accelerating the transformation of economic mode.With the significant changes in the economic situation,the intertwining of social contradictions,as well as the complexity and volatility of the labor market scenario,numerous employment conflicts have been highlighted,which makes it more difficult to solve the employment problems,which exerts significant and far-reaching impacts in the field of employment.Public Employment Service(PES)is an employment service agency intended to provide employment service to broad social groups as well as employment training and employment guidance,so as to solve issues of the needy social groups and push forward the development of the employment service cause.Along with the advent of historic opportunities,public employment service is also faced with unprecedented challenges.And problems,such as labor market information non-transparency and operational inefficiency have increasingly aroused widespread concern in the society,due to the transformation of economic system,readjustment of industrial structure and change of distribution pattern.At this point,it is highly necessary to construct the evaluation system of public employment service quality,define the existing status of China’s public employment service quality and identify its weaknesses.Later,the issues would be analyzed in-depth with the causes being revealed,which facilitates the promotion of public employment efficiency and quality.By offering references for scientific decisions-making of public employment service organizations,it aims to further fuel the constant evolution of China’s public employment service cause to meet the development needs of new economic normal.This thesis,to begin with,has referred to a lot of literature at home and abroad with focus on the existing research results in the field of public employment service and forward dynamics.With the customer perception theory of service quality and SERVQUAL,also a service quality model as theoretical frameworks,this thesis builds up the mechanism of public employment service quality evaluation when integrated with the industry characteristic of public employment service.Second,through the reliability & validity analysis,exploratory factor analysis,and principal component analysis,the unreasonable indexes have been eliminated and evaluation index systems corrected.Third,the various indexes of quality evaluation system of public employment service have been weighted through the analytic hierarchy process(AHP),and the public employment service quality has been assessed comprehensively with the TOPSIS method.Last,given the results of the empirical research,issues in public employment service quality have been disclosed,including the inadequate understanding of public expectations,the mismatch between the service facilities and services supplied by institutions,the lack of uniform service standards,the poor professional quality of grass-roots service personnel,the immaturity of the credit assessment mechanism,the backwardness in public employment service thinking,the unsound incentive regime of service organizations,the gap between the service promised and that actually fulfilled,the inadequate attention paid to the weak and vulnerable employment groups,the lack of individualized service awareness as well as the fair and open information network system,and the low public employment service level to be promoted.Accordingly,a series of suggestions are proposed to solve the above issues: the effectiveness complaints mechanisms should be established and perfected to help form reasonable expectations in the light of the public;unified service yardsticks are supposed to designed and set up with the employment service pattern being diversified;the construction of service staff should be strengthened with the organizational credit evaluation mechanism being established and improved;correct employment ideas should be established in staff’s mind,and the effective incentive mechanism should be constructed and refined;the information feedback mechanism should be built up and perfected and the external supervision and inspection need to be strengthened;the needy employment groups should be actively studied and the long-term mechanism for employment assistance should be constructed;the construction of employment information network needs to be comprehensively promoted for the full sharing of employment information resources.