Research On Career Management Of Grass-roots Civil Servants ——Take Area G As An Example

Grass roots governments are aimed at the largest masses of the people at the grass-roots level.It is no exaggeration to say that grass-roots governments are the direct executors of the major policies of the party and the state.Therefore,grass-roots civil servants are the direct executors of these policies and the mainstay and strong force of grass-roots work.As the saying goes,the golden cup and silver cup are not as good as the reputation of the people,The professional ability and moral conduct of grass-roots civil servants are directly related to the reputation and image of the government among the people.Therefore,improving the ability and quality of grass-roots civil servants and building a capable and quality grass-roots civil servants are an important part of the national strategy of strengthening the country with talents.However,due to the large number of township work,heavy tasks,high pressure,poor treatment and low status,many grass-roots civil servants are very likely to have the idea of fleeing the township.Many capable young civil servants choose to leave the township.Some grass-roots civil servants with low ability can not play a good role.How to retain talents,prevent honest people from suffering losses,and prevent capable people from bleeding,sweating and weeping,It is a difficult problem perplexing the grass-roots government.To enable grass-roots civil servants to take root,sweat and contribute at the grass-roots level,the government must help them reasonably plan their eareer,establish an effective career management system,improve and optimize job selection,personnel training,assessment,reward and punishment,promotion and promotion,so as to give grass-roots civil servants more room to play,Better improve ability and quality.It is in this realistic situation that the author is in the grass-roots township government,has his own opinions and Thoughts on the career management of grass-roots civil servants,and decides to take the grass-roots civil servants in this district,that is,chat City G District,as the research subject to study the career management of grass-roots civil servants.This paper adopts the case study method,selects 93 grass-roots civil servants in G district as the interview object,and actively looks for opportunities to interview them to understand their most real ideas,so as to master first-hand information.The research of this paper consists of the following parts:the first part describes the research background of career management of grass-roots civil servants by consulting a large number of materials,introduces three career management theories,such as self-determination theory,organizational equity theory and "person job" matching theory,and expounds the research status of career management of civil servants at home and abroad,Lay the foundation for the following parts.The second part introduces the current situation of grass-roots civil servants in G District of Liaocheng City,and explains the career management practices,achievements and problems of grass-roots civil servants in G district.The third part analyzes the causes of the problems in the career management of grass-roots civil servants in G District of Liaocheng City.Based on the actual situation,combined with the self-determination theory,"person job"matching theory and organizational equity theory,it puts forward strategic thinking from the three levels of civil servants,government and system.The last part is the research results.Summarize the research work and results of the paper,point out the shortcomings,and improve them in the future.