The Study On The Allocation Of Human Resources In Basic-level Courts In Z

With the advent of the era of knowledge economy and globalization,the public has put forward higher requirements on the service level of the public sector.The court,as one of the public sectors,urgently needs to improve its management level in order to meet the growing and diversified judicial needs of the people.From the perspective of public management,in order to improve the level of management,it is very important to improve the level of human resource management.From an economic perspective,human resources can be regarded as the capital of the organization——cost,and whether its planning,acquisition,development and application are scientific or not is related to the overall efficiency of the organization.From the perspective of the court,the research on the allocation of human resources in the court is related to the "output" of the court.Therefore,to provide the quality of service products is to provide the quality and efficiency of judicial "products".As a first-level judicial organ,basic-level courts are responsible for the trial of a large number of cases and the resolution of conflicts and disputes,and the allocation of its human resources will determine the function of trial of basic-level court.This paper starts with the allocation of human resources in grassroots people's courts,takes the basic people's court of Z as a sample,and studies in accordance with the research strategy of"Proposing the question-Analyzing the question-Solving the question".This paper analyzes the process of promoting the reform of staffing system,personnel classification management and the establishment of internal organs of the court,then it points out the problems in the process of human resources allocation,such as unscientific staffing,low enthusiasm of judges,unstable recruitment system and so on.Then it analyzes the causes of the problems,such as the backward concept of modern human resource management,the imperfect mechanism of talent introduction,the imperfect performance appraisal and incentive mechanism,etc.This paper also combines the relevant basic theories of public administration,and puts forward some countermeasures to reshape the concept of human resource management in grassroots courts,establish an effective assessment and incentive mechanism,and promote the personnel reform in the judicial system.This paper further points out that we should give full play to the initiative at the grassroots level,reform the traditional trial mode,rebuild the trial process and reasonably allocate the limited judicial human resources in the grassroots courts according to the requirements of the central judicial system reform and the specific deployment of the comprehensive supporting reform of the judicial system.At the same time,with the help of modern management concepts and artificial intelligence products,we should promote the construction of court information and alleviate the problem of shortage of human resources,so as to maximize the judicial efficiency.