Strategies And Suggestive Solutions To The Turnover Of Civil Servants In Underdeveloped Areas

To build a moderately prosperous society in an all-round way,promoting targeted poverty alleviation is a crucial strategic decision to coordinate rural and rural development and also a inevitable choice for the modernization of the nation.China has planned to build a moderately prosperous society in all aspects by 2020,which requires the successful operation of poverty alleviation.However,the program will not be possible without the powerful support of talents.The effectiveness of targeted poverty alleviation relies on the consistency of poverty alleviation work,while consistency of the work relies on the stability of the township civil servants,which presents new challenges to the short plank of human resources.Therefore,the turnover problem of township civil servants in underdeveloped areas must be attached great importance to while striving to carry out the poverty alleviation program,which ultimately serves to provide human resource support for building a moderately prosperous society.Given to the considerations above,the study analyzes the turnover problem of township civil servants who were post 80 s,in underdeveloped areas of west,east and north Guangdong with multiple methodologies,including literature review,questionnaire survey,case interview and system analysis.The study illustrates the basic turnover conditions of the group.The paper put the theories of human resource management,especially the theories of motivation into application to analyzed the reasons for the high turnover of civil servants in underdeveloped areas.Meanwhile,the thesis proposes solutions to lower the turnover,including raising pay and enhancing material motivation;breaking the ceiling for development and increasing opportunities for promotion;optimizing work environment and encouraging humanistic care;establishing reasonable flow and energizing creativity;increasing training spiritual motivation;enhancing strategic awareness and enlarging the pool of cadre candidates;employing according to departments and lowering the employment standards;improving publicizing and enlarging the talent selection.