The Construction Of The Training Model Of Municipal Civil Servants From The Perspective Of Competence

As the backbone of the development of the party and the country,civil servants play a key role in the construction of the party's governing ability and the government's administrative management ability.Education and training is a key link to improve the quality and ability of civil servants,a strategic and long-term task related to the cause of party construction.and an overall cause to achieve the “two centenary goals” in the new era.The core goal in the training of civil servants is to equip participants with job competence through training.So in order to make civil servants have post competence through training and make civil servants become the backbone of the development of the party and the state,we need to formulate clear standards and requirements for the competence of cadres to make them better meet the requirements of the party's development.However,what standards are formulated and how are they evaluated during implementation? After combing the current status of research at home and abroad,the current research is still confined to the level of experience and theory.Most of the qualitative research lack of empirical research.At present,the research on competence in China comes more from the theoretical integration of other countries,and lacks empirical research in accordance with local conditions.Although countries around the world have formulated detailed standards for the improvement of the quality of civil servants,they are not compatible with the training of civil servants in China,especially at the municipal level,which greatly reduces the effectiveness and pertinence of civil servant training.This article takes the city of H as an example to carry out a systematic researchon municipal civil servants.In the training,the city officials insisted on "strict" characters,"red" characters in mind,and "learning" characters,and formulated a five-year rotation training plan.The rate of trainees is high,but there are also problems such as uneven distribution of high-quality training resources,lack of professionalism and pertinence in training content.The reasons for this include imperfect incentive mechanisms,incomplete training facilities,uneven levels of management staff,lack of scientific training needs analysis,lack of insufficient training teachers,and etc.In order to solve the problem,under the guidance of performance,human capital theory and other related theories,this article attempts to analyze and explore the existing problems of current civil servant training in city H from the perspective of competence and on the basis of actual cases.From the perspective of competence,the training and improvement of the municipal civil service system is mainly focused on the following aspects: The first is to tilt high-quality training resources to the grass-roots level;the second is to improve the training demand survey system;the third is to establish a training incentive and restraint mechanism;the fourth is to strengthen the infrastructure construction of training institutions;the fifth is to organize training courses for managers to carry out quantitative assessment;the sixth is to strengthen the building of teachers.Training is a basic project that is related to the overall situation and long-term.Competence,as a fundamental factor affecting individual performance,has a driving role in improving the comprehensive ability of participants.It is urgent to build a comprehensive and matched civil servant training model,and a detailed and perfect competency training model is of positive significance to civil servants' ability training,selection and removal,and job matching.The competency model we expect to build isbased on the actual development of various cities,based on the individual needs of civil servants;and the operation is comprehensive,scientific and assessable.In the research of this article,through the research and analysis of the entire process of civil servant training,people could find a competency model that can match and adapt to local conditions,so as to test,predict,construct,and enhance the job matching competence of participants.To formulate and improve the scientific training plan,to provide reference and reference perspectives for the training of civil servants in other cities.