Research On The Internal Operation Mechanism Of Urban Management Coordinator Organization In Baotou City

In recent years,China's new urbanization strategy has been steadily advancing,and the urbanization rate has been continuously increasing,which has brought great challenges to urban management and law enforcement.However,due to the limitation of funds,establishment and other conditions,the number of law enforcement officers in urban management can not meet the law enforcement needs brought about by urban development,so that the urban management and law enforcement bureaus employ a large number of urban management assistants through contract employment to undertake routine patrols,logistic support and other work..Baotou City Management Comprehensive Law Enforcement Bureau has played a great role in the urban management of Baotou City.However,with the continuous progress of urbanization and population growth,Baotou City Law Enforcement Bureau is facing a dilemma of more work content and fewer law enforcement personnel.Therefore,in order to meet the increasing demand for law enforcement in urban management of Baotou City,as well as the financial constraints,there is an urgent need to improve the internal operation mechanism of urban management assistant administrators.In view of this,this paper will study the internal operation mechanism of Baotou City Management Coordinator,in order to improve the comprehensive ability and job satisfaction of Baotou City Management Coordinator,so as to promote the coordinator to provide effective help for law enforcement officers,improve the efficiency of law enforcement bureau,and improve Baotou City.Management quality objectives.Based on the new public management theory,multi-center theory and Maslow's demand theory,this paper studies the internal operation mechanism of Baotou City Management Coordinator Organization by using the methods of literature,questionnaire and interview.(1)A questionnaire survey was conducted on the internal operation mechanism of Baotou City Management Assistant Administrator Organization.Through the investigation,it was found that the employment,assessment,salary and training mechanism was constructed in the internal operation mechanism of Baotou City Management Assistant Administrator Organization.Questionnaires were also conducted on the human resources,management mechanism,training mechanism,incentive mechanism,job satisfaction and comprehensive ability of the co-administrators.(2)This paper analyzes the problems existing in the operation of the internal operation mechanism of Baotou City Administrator Organization,including the unreasonable structure of human resources,the insufficient comprehensive ability of the assistant administrators,the great differences in management,the limited role of incentive mechanism,and the low job satisfaction.Aiming at the problems existing in the operation process of the internal operation mechanism of the coordinator organization,this paper analyzes the causes of the problems according to the results of questionnaire survey and interview.The main reasons are that the employment mechanism,training mechanism are not perfect,and management system and incentive mechanism are not perfect.(3)Put forward the construction strategy of Baotou City Management Assistant Administrator organization operation mechanism,the construction strategy content includes perfecting the assistant administrator team employment mechanism,that is,defining the employment standard,strengthening the employment procedure standardization and supervision;at the same time,through improving the training content,innovating the training method,ensuring the number and time of training,standardization;Training and assessment mechanism to improve the training mechanism.We must also formulate detailed rules for the implementation of the management measures and improve the daily management system and supervision system of the joint management personnel.In addition,in order to enhance the job satisfaction of the co-supervisors,we must improve the salary mechanism,optimize the performance appraisal incentive,start career development planning,and give full play to the incentive mechanism.