Research On Classification Management Of Court Personnel Under The Background Of Judicial Reform

Entering a new era,with the continuous advancement of judicial reform,the professionalization of judges has become a trend of judicial reform and development.The contradiction between the traditional court personnel management system and the economic and social development and the judicial system reform has become increasingly prominent.These have seriously hindered the progress of the rule of law in China and seriously affected the orderly advancement of the strategy of governing the country according to law.The courts at all levels in Inner Mongolia actively implemented the judicial management system to reform the judicial requirements,judicial authority,judicial efficiency,and the goal of judicial convenience.On the basis of existing human resources,optimize the staffing model,improve the use of quality and personnel,and strengthen the performance of personnel.The implementation of the process management system,the three cases of the case,the elimination of trials and trials,extensive trials,to adapt to the rapid increase in the number of cases and the renewal of the court functions,thus achieving localization and de-administration of court management.This paper discusses how to improve and promote the classification management of court personnel in Inner Mongolia.I hope that I can put forward my own opinions and suggestions for the reform.In addition to the introduction,the paper takes the Inner Mongolia court as a sample,and introduces the related concepts,historical evolution,status quo and problem analysis of the classification management of court personnel in four parts,andproposes countermeasures.There are major problems in the classification management mode of court personnel in Inner Mongolia.The difficulty in personnel diversion and post adjustment,the shortage of human resources in the court,the stratification of personnel management,the unscientific setting of assessment system indicators,and the unreasonable salary system.The main causes of the problems are the lack of professional mission of some court personnel,the administrativeization of court management,the principle of trial-centeredness,and the imperfect financial security mechanism.This paper studies the classification management system of American and French court personnel,draws on the experience of Shanghai reform pilot,and proposes measures to strengthen the stability of the court's talent team,establish a scientific human resource management system,establish a scientific and rational performance appraisal system,and improve the court's occupational security.Through the implementation of these measures,the classification and management of court staff is scientific,standardized and legalized.