| In March 2014,Premier Li Keqiang made the commitment that "the government’s financial support personnel will only be reduced but not increased" when meeting with Chinese and foreign journalists.On February 28,2018,the third plenary meeting of the19 th Central Committee of the Communist Party of China deliberated and adopted the decision of the CPC Central Committee on deepening the reform of the party and state organs,which proposed from the central level that "we should promote the reform of the statutory establishment of institutions and strictly control the employment of non staff personnel".At present,the establishment and resources of government organs at all levels and state-owned enterprises and institutions are strictly controlled.However,due to the limitation of the establishment and the need to carry out some work,there must be corresponding personnel to carry out it in time.As a result,in the process of human resources management of many governments,enterprises and institutions in China,in fact,a number of new employees outside the establishment have been recruited into the system in the form of recruitment,and the number of these employees is getting larger and larger.In recent years,many localities have frequently exposed management problems such as the low level of non staff staff serving the masses and the prominent contradiction between non staff and staff,which has greatly damaged the credibility of the grass-roots government and enterprises and institutions within the system,and is not conducive to the internal harmony and stability of the units.The Fifth Plenary Session of the 19 th CPC Central Committee proposed that "by 2035,the long-term goal of socialist modernization will be basically realized,and the modernization of the national governance system and governance capacity will be basically realized".Therefore,how to effectively control the expansion of non staff employment and meet the government’s work needs has become the focus of research on the management of non staff employment.This paper takes the non staff personnel of the high tech Zone as the research theme,and the non staff personnel of the s service center of Xiangyang high tech Zone as the research entry point.Through the form of questionnaires and personnel interviews,the government performance management theory,human resource management theory and other relevant theories are used to analyze,and the problems in the management of the temporary employment of the s service center of the high tech Zone are found.This paper believes that the number of the non staff personnel of the s service center of the high tech Zone is growing too fast,Personnel scale is too large;Complex types of employment and chaotic use of personnel;Low wage level and unbalanced welfare treatment;Lack of professional training and poor promotion channels.Through in-depth analysis of the reasons,and using the excellent practices of Tianjin high tech Zone and Wuhan East Lake high tech Zone for reference,this paper summarizes their enlightenment in breaking the status restriction,establishing a reasonable salary mechanism,and improving the party’s authority.Finally,suggestions and suggestions are put forward for standardizing and improving the management of non staff personnel,including: first,taking multiple measures to recruit,reform and choose jobs,and strictly controlling the total number of non staff personnel;Second,unify the types of non staff employment and establish a standardized employment system;Third,establish a performance-based compensation system for non staff personnel,and improve wages and benefits;Fourth,improve the training and promotion channels for non staff personnel and improve the personnel incentive mechanism. |
