Research On The Reform Of Classified Management Of Court Personnel Park

Since the 18th National Congress of the Communist Party of China,great achievements have been made in the reform of the judicial system.The scale,depth and strength of the reform are beyond the scope of previous judicial reforms.As a key task in the reform process,the reform of classified management of judicial personnel needs to combine theory with practice and constantly explore and improve.This paper takes the reform of the personnel classification management of the court system of G city as the research content,analyzes and rethinks the administrative personnel management system and the personnel allocation mode of the mixed post in the human resource management of the court system of G city before the reform,and summarizes the achievements of the court system of G city after the reform measures such as the implementation of the post system of judges and the implementation of the personnel classification management.With the continuous promotion and deepening of the reform of personnel classification management,the occupational space of all kinds of personnel has been effectively widened and developed healthily.However,in the process of reform promotion,especially after the implementation of the new civil servant law and other relevant provisions,some unexpected new problems have gradually emerged,such as insufficient staffing,unreasonable personnel structure,team fault,instability and all kinds of people Personnel communication is not standard,reasonable,etc.In view of these specific problems,this paper thinks and analyzes that under the rhythm of deepening reform,the stafiing of the court system in G city can not keep up with the development of the court.Under the background of the prominent contradiction of "more cases and fewer people",it is lack of practical operation to only check and approve the judge post by the case quota,which also leads to the abnormal development of the personnel structure.In addition,the enforcement law The official selection system is not thorough enough,and the lack of professional security of all kinds of personnel is also an important reason.The fifth chapter of this paper,based on the theory of human resource allocation,motivation,competence and other public management,combined with the objective conditions of the current G city court system personnel classification management,puts forward to solve the fundamental problem of insufficient staffing with the specific concept of fixed quota to develop specific supporting safeguard measures to improve the judge selection system,and to put forward the reasonable establishment of various staffing,scientific and standardized various types of personnel In order to get rid of the dilemma of personnel classification management reform,further improve and perfect the court system of G City,so as to better meet the needs of trial work in the new era and new situation.