Study On The Prevention And Management Of The Hidden Loss Risk Of Grassroots Civil Servants In Towns

In the context of the overall implementation of the rural revitalization,the status of grassroots civil servants is increasingly prominent,from the central and local governments are actively reducing the burden of grassroots civil servants,to create a better working and living environment.More and more attention has been paid to the hidden loss of grassroots civil servants.Based on Nanning city green area four villages and towns,for example,based on the price of talent flow theory,porter lawler expectancy theory,through the literature method,questionnaire method,interview method to explore the township civil servants loss risk,through the questionnaire of the township civil servant’s job satisfaction for empirical research,to motivate civil servants at the grass-roots level,reducing the recessive loss risk targeted Suggestions,grassroots governance to provide some reference for the government.This paper is divided into five parts.The first part introduces the research background,domestic and foreign research and research methods.The second part elaborates the concepts,price model and expectation theory of township grassroots civil servants,and classifies the hidden loss of township grassroots civil servants on this basis.The third part is an empirical study of the township grassroots civil servants in Qingxiu district of Nanning city.The fourth part puts forward the risk of hidden loss,and analyzes the causes of hidden loss from the internal,individual and external environmental factors.The fifth part is based on the interview and questionnaire results,put forward the following risk prevention countermeasures:1.Establish a scientific incentive system for grassroots compensation and welfare;2.Improve the personnel training system at the grassroots level;3.Improve the cadre selection mechanism based on meritocracy;4.Reconstruct the contractual relationship between public organizations and talents;5.Enhance the sense of mission of grassroots civil servants;6.Strengthen the cultural soft environment construction of grassroots organizations;7.Establish an early-warning mechanism for the prevention of hidden loss risks.Second,personal level.1.Make career planning for compliance and improve my ability;2.Establish correct values and serve the people for the purpose of work;3.Pay attention to mental health and improve mental adjustment ability.Third,the social level.1.Give full play to the supervision mechanism of the masses;Create a harmonious and friendly social environment.