Research On Optimizing Employee Career Development Channel In Public Institutions

Public Institutions are unique organizational forms of China.They are organized by state administrative organs and under the leadership of state administrative organs.They are legal entities with the main purpose of government functions and public service.However,in the process of personnel management in institutions,there are often job title evaluation,seniority,inflexible employment mechanism,material distribution Unitarianism,as well as the legacy of ideas and "do less well" humanistic environment,low enthusiasm for personnel work,resulting in a serious brain drain,which has a direct impact on the efficiency of public institutions and public service capacity.How to build a good development platform for the employees of public institutions,rationally design their career development channels,and fully mobilize the enthusiasm for employees is an important issue facing the reform of public institutions.This paper mainly takes the career development channels of employees in Z city geological and mineral management department as the research object,aiming at exploring the current situation and existing problems of career development channels from the perspective of theoretical model and practical results,and improving them pertinently,in order to provide decision-making reference and experience reference for human resources management of Z City geological and mineral management department and similar institutions.Based on human resources management,this study summarizes the current position,salary level and promotion channel of employees in Z city's geological and mining management department through data collection,questionnaire survey,and case interview,and conducts descriptive statistical analysis.The study shows that the main dilemmas of career development channel of employees are as follows:(1)Employees' career development channels are relatively single;(2)staff allocation is not perfect,and the phenomenon of irregular "shoulder-to-shoulder" still exists;(3)Employees' career development channels lack fairness,promotion and transformation conditions are not clear;(4)Employees' career development related to supporting measures are not perfect,and units pay insufficient attention to it.Stand on the relevant theories and practical experience at home and abroad,aiming at the current dilemma of career development channel into employees in Z city's geological and mining management department,this paper introduces the management mode of dual career development channel into managerial posts,optimizes the vertical career development channels,develops the post system construction,and defines the post conditions,and optimizes the horizontal career development channels.Build a transition step,clear conversion qualifications,and build multiple career development channels.Finally,this paper puts forward some supporting measures and strategies for the optimized career development channels of public institutions: first,to create a multi-user development channels of the unit culture atmosphere;second,to build a staff development training system;third,to optimize the incentive mechanism.