Research On The Reform And Countermeasures Of The Salary System Reform Of Urban Administrative Law Enforcement In Shanghai

Since the founding of the PRC,China has continuously explored and improved the management system of civil servants.In recent years,our country began to explore the classification management of civil servants.In 2005,the Civil Service Law of the People's Republic of China adopted a clear classification system of civil service posts.Since then,Shenzhen has piloted the civil service classification management.By the end of 2015,Shanghai has carried out pilot reform of civil servants in administrative law enforcement class in part districts.It has been promoted in Shanghai in the second half of 2016.In the past,urban management ignored the employee's career development plan,job promotion opportunity is rarely,many urban management employees formed a narrow professional view of paying attention to salary.The unequal workload and salary caused the urban management employees' dissatisfaction of salary,to a certain extent,the problem affected the urban management employees' enthusiasm and efficiency.Therefore,the urban management system has an urgent need for pay reform,and this reform aims to raise the level of salary of administrative law enforcement civil servants such as urban management employees through salary reform and promotion.This paper analyzes the system reform of administrative law enforcement civil service in Pudong urban management,and puts forward some suggestions on how to improve the satisfaction of salary system of urban management employees.At first,this paper introduces the background of the research,and organizes related research results in China and abroad,then introduces the main part of the paper.The main part of this paper focuses on the policy interpretation of the administrative law enforcement system of urban management,the progress of the study and the reform before and after the reform,found that there are unfair compensation and benefits,imperfect level promotion mechanism,poor communication of policy.And summed up the causes of these problems: the pay system is unreasonable,the ranks of promotion mechanism to be improved,the lack of career development concept,lack of systematic policy formulation.Then,this paper investigates the demands and satisfaction of the urban management team by the interviews with some urban management teams.On this basis,the questionnaire is designed and the questionnaire results are analyzed by SPSS software.Then,combined with the results of empirical research,in view of the problems and causes of reform,we can learn from the advanced experience of civil servants' remuneration system in Britain and New Zealand,combine the situation of our country,and puts forward some suggestions on how to improve the salary and welfare system,improve the promotion system,and improve the supporting policies.The paper puts forward some countermeasures and suggestions to improve the satisfaction degree of urban civil servants in the reform remuneration system.