Research On The Solution To The "Talent Paradox" Of Government Departments From The Perspective Of Supply Side

In recent years,with the in-depth transformation and development of China's economy and society,"supply-side reform" has become a hotly debated vocabulary.The so-called "supply-side reform" is aimed at the prominent contradiction of "supply can not keep up with demand" in the current economic field in China,and structurally optimizes the economy from the perspective of supply.I quote this idea and aim at expanding the effective supply of talents in government departments,innovating the supply factors,and optimizing the formation of a talent structure that supports the reform of our government agencies.As the first resource,human resources have always been highly valued by our government and enterprises.In China's government sector,the coexistence of surplus and shortage of human resources is a paradox of human resources management in government departments.This is due to the contradiction between the relative invariability of people in government departments and the relative variability of events.The unreasonable structure of staffing has led to the widespread presence of“overboarding of people”and“manpower shortage”in the government departments of our country,restricting the government's ability to execute,and hindering the government's ability to provide public services.This paper makes judgments on the current situation of human resources allocation in the government departments of our country.The current imbalance in the supply and demand of talents in our government is mainly manifested in the following aspects:On the one hand,there are different talents and shortages in government departments in different geographical regions.The total number of talents in the region is adequate,while the shortage of talents in underdeveloped western regions is relatively low;on the other hand,the“overcapacity”of middle-and low-end talents,the problem of homogenization of talents is obvious,and high-level professionals such as skilled talents and high-level innovative technology talents Insufficient supply.In terms of incentives for different types of talent in government departments,based on the theory of human capital investment,the enthusiasm for organizational enthusiasm can be mobilized through team incentives for the complementary positions in the human capital of government departments;for core specialized talents with specific skills,the long-term employment system can be adopted as well.The corresponding training system,salary system and promotion system attract talents and retain talents.In terms of expanding the effective supply of talents,the core is to reduce institutional transaction costs.This paper starts from three aspects.The first is to promote the reform of the personnel training mechanism,to improve the educational methods,and to speed up the development of government-to-government technology or management through the school-government cooperation model.First-line skilled,applied,and compound talents;the second is to build the internal labor market of government departments,build an internal human resources information platform,timely release job supply and demand information,improve inter-department personnel secondment mechanism,establish external personnel utilization mechanism,and organize the organization The stock of labor is to solve the problem from the supply of internal talents;the third is to create a human resources service industry that is compatible with the economic society.Government departments can cooperate with human resources service companies to form a cross-border integrated service system to meet the talent needs of each value level.