Research On Personnel Classification Management Of Z City Grassroots Court

At the Third Plenary Session of the 18 th Central Committee of the Communist Party of China,General Secretary Xi Jinping proposed to improve the communication and management system for judicial personnel,establish a professional management system for judicial personnel,and then pointed out in the Fourth Plenary Session of the 18 th Central Committee that further improve the management system for court staff.Based on the reform opinions of the central government and the Supreme People’s Court,and taking into account the specific situation,the grassroots people’s court of Z City began to establish and improve this reform plan.Starting from 2017,it began to carry out post system reform and carry out personnel classification management reform.This reform was implemented within six months.So far,five years have passed since the reform,and it is still unclear whether the effectiveness and goals of the reform will be achieved.Therefore,this article believes that it is necessary to conduct in-depth research on the reform in Z city.After in-depth investigation and analysis,identify the achievements and existing problems of the reform,in order to provide a direction to further improve the judicial system reform of the court.This article starts from the background and current situation of the reform of personnel classification management in the grassroots courts of Z city.Based on the analysis of the content and objectives of the reform,comparative research,interview survey,and literature analysis methods are used to analyze the main problems in personnel classification management in the grassroots courts of Z city.Firstly,in terms of personnel allocation,there is a shortage of trial assistants and loose connections among various personnel;The second is the problem of management mode,which includes administrative and hierarchical management methods,as well as the phenomenon of having classification within the organization but not "classification management";The third issue is occupational security,with unclear benefits and promotion channels for judge assistants,as well as low work enthusiasm and serious personnel turnover.In response to the above issues,this article summarizes the advanced experience of personnel classification management in domestic and foreign courts,and based on the theory of hierarchy,division of labor,personnel hierarchical management,and human resource management,summarizes the reasons for the above problems in personnel allocation,management mode,and occupational security in the reform of personnel classification management in grassroots courts in Z city,And propose some feasible suggestions for further deepening personnel classification management for the grassroots courts in Z city: firstly,optimize personnel allocation,dynamically adjust the proportion of judge posts,and clarify the responsibilities of each position;The second is to improve the personnel management model,mainly starting from the de administration of internal management and the re integration of internal institutions;The third is to implement and improve the professional security of court personnel,mainly including strengthening salary security and talent introduction measures,as well as expanding promotion and communication channels.