Research On The Loss Of Human Resources In The Grassroots Department Of Public Security

The grassroots people's police,as a civil servant group enjoying a high sense of professional honor,have experienced a general phenomenon of brain drain,which is confusing.Based on this,this paper attempts to explore the following questions: Why does the grassroots public security department have serious human resource loss problems? Using case study methods and investigation methods,taking Nanchang City X County public security grassroots department as an example,following the analysis of demand hierarchy theory and two-factor theory,the research found that the hidden loss problem is actually more serious than the explicit loss of human resources.In this case,the two reasons of misuse and disuse are the common factors that induce recessive loss.Despite this,the large presence of dominant loss means that this situation must be stopped in a timely manner.Based on the statistical results of the survey sub-volume,it is found that the hidden loss of human resources in the sample points has entered a very serious stage,and it shows certain commonalities in terms of gender,police,and rank.Most police officers regard the police profession as a career for a living rather than an ideal for life.Therefore,when there is a high load of work stress and a low job reward and an unbalanced job acquisition,the willingness to leave will be very strong.The results show that more than half of men are already preparing to leave the police industry.The study further analyzes the multi-level reasons behind the loss of human resources in the grassroots departments of public security.The study believes that the special nature of the police group means that it faces professional pressures different from the general occupation.The most important one is reflected in two aspects:High-intensity work pressure,and the second is the pressure of social relations induced by the sacrifice of social interaction activities.Contemporary China is in a period of economic transformation.Social problems are particularly complicated.The pressure on public security and criminal cases is enormous.The police have to bear a lot of social management responsibilities and heavy tasks.On the other hand,they are seriously inadequate at the grassroots level.In short,the status quo of grassroots civilian police is low wages,tired work,difficult promotion,overtime work,and law enforcement security is not settled.The generalization of media public opinion in the new era has deepened the people's police not to be understood and over-expected.Although the grassroots police group is under various pressures,its income is not directly proportional to its contribution.On the one hand,there are many contradictions betweenthe heavy work tasks and the imperfect assessment system.On the other hand,the limited promotion space makes the general police generally have occupational fatigue and burnout.The low work salary and the imperfect reward system further smother the enthusiasm of their work.In terms of two-factor theory,the imperfect guarantee factors have caused the general police to have a general job dissatisfaction.The current salary income of the grassroots public security police officers is seriously disproportionate to the paying,which greatly affects the enthusiasm of the relevant staff.In response to the above problems,the research gives targeted countermeasures.Stimulating the vitality of human resources is based on maintaining the stability of human resources.In a word,it is necessary to strengthen the health care of human resources development in the grassroots public security departments.In order to better protect public security salaries,we must first make a fuss about making big local cakes,optimize the industrial structure,increase investment in human capital such as education,and create a long-term driving force for sustainable and healthy economic development.In order to maintain the stability of the police team,it must be given a sound and complete process guarantee.The main ones are hardware support and software assurance.We will comprehensively improve the various treatment guarantees and welfare policies that the grassroots civilian police should have enjoyed,and in particular,we must promptly implement the occupational security system that grassroots civilian police must enjoy.The competent units of the grassroots public security departments should strengthen the care and concern for the grassroots civilian police in various forms,and timely resolve various specific difficulties faced by the grassroots public security police,especially in the more urgent aspects involving the health and safety of the frontline personnel.On the related issues of salary transfer,job promotion,financial reimbursement,etc.,it is imperative to put the children's schooling problems and family members' work problems at the grassroots level into important and urgent work positions,thus maximally exempting the grassroots public security departments from the worries of human resources.If the guarantee eliminates the dissatisfaction factors in the work of the grassroots civilian police,then the incentives create conditions for the grassroots civilian police to achieve higher levels of work enthusiasm and subjective initiative.A scientific and perfect assessment system,a sound job promotion mechanism,and a comprehensive salary reward system are all the proper meanings for strengthening the development of human resources in the grassroots public security departments.The disadvantages of job promotion are more obvious to the grassroots,so it is necessary to reform thecorresponding promotion system.In general,appropriate promotion mechanisms should be constructed based on the service type decision principle.The establishment of the scientific assessment system relies on the close organic combination of assessment methods,indicator systems,assessment processes,feedback of assessment results,and assessment incentives.As far as assessment methods are concerned,it is necessary to carefully consider the assessment items for different duties and responsibilities of different positions,and to establish corresponding assessment and guarantee mechanisms,especially human resources,financial resources,etc.Secondly,it is necessary to take the initiative to explain the specific assessment index system for the person being assessed.The most important thing is to scientifically manage and strictly operate the data involved in the assessment process.It must be 100% to eliminate false numbers,and can be quantified strictly according to existing indicators.For scoring,if you cannot quantify,you can take a method such as collective review.The feedback of the assessment is the secondary process of linking the assessment results with the objects being assessed.The existing reward and punishment mechanism must be strictly implemented,otherwise the one-time loss of authority will mean a complete failure of the future assessment.The study concludes with a summary and outlook,and points out that due to the limited nature of the research materials and the heterogeneity between regions and between urban and rural areas,this study carefully considers the generalization of the conclusions.