人社公共服务队伍能力建设问题与对策

Problems in and Countermeasures to Ability Building of Human Resource and Social Security Public Service Team

人社公共服务队伍镇守人社工作的前沿阵地,其服务能力水平反映了人社部门的整体形象,影响广大人民群众对政府服务的认知和评价。当前人社公共服务队伍规模已逾百万人,服务能力水平不断改善,队伍能力建设取得了一定成效。但实地调研和问卷调研发现,人社公共服务队伍能力仍存在一些问题:公共服务人员身份复杂;编制紧缩导致人员年龄构成"两极化";能力培训的显性知识多而隐性能力少;对窗口服务人员的考核多而激励少;公共服务人员的职业发展空间受限导致流动率高;主管部门缺少工作抓手,基层队伍建设滞后等。为此,提升人社公共服务队伍能力建设,应开展能力需求调查,建立能力素质模型,作为能力建设的基础;将培训工作作为关键抓手,建立分级分类、多主体参与、覆盖全员的培训体系,以赛代训提升窗口服务水平;将人事管理制度创新作为根本保障,加快建立人社公共服务人员技能等级制度,建立定量与定性相结合的考核体系、体现业绩与贡献的薪酬体系,统筹基层服务平台建设;同时优化能力建设环境,营造良好的文化氛围。

The human resource and social security public service team guards the foremost position of human resource and social security work.Its service ability level reflects the overall image of the human resource and social security department,and affects the masses’cognition and evaluation on the government service.The population of the current human resource and social security public service team has exceeded one million,the service ability level has been improved continuously,and the work of team ability building has achieved certain results.However,according to the field survey and questionnaire survey,there are still some problems related to the ability of the human resource and social security public service team,such as complex identity of public service personnel;manning quota contraction,which causes the age of the personnel to be polarized;more explicit knowledge and less implicit ability in ability training;more assessment and less incentive to window service personnel;limited space for professional development of public service personnel,which causes high turnover rate;lack of work link in the main management department;and lagging of construction of grass-roots team.Therefore,in order to improve the ability of the human resource and social security public service team,we should carry out an ability demand survey and establish an ability model as the basis of ability building;take the training work as the key link,establish a graded and classified training system which involves multi-agent participation and covers the entire personnel,and improve the window service level through competition instead of training;take the innovation of the personnel management system as the fundamental guarantee,accelerate the establishment of a human resource and social security public service personnel skill grading system,establish a quantitative and qualitative combined assessment system and a salary system that reflects performance and contribution,and plan the construction of grass-roots service platform as a whole;optimize the ability building environment and create a good cultural atmosphere.