On the basis of defining related concepts concerning human resources in rural public service departments,this paper analyses the overall status quo of human resources in China's rural public service departments an...On the basis of defining related concepts concerning human resources in rural public service departments,this paper analyses the overall status quo of human resources in China's rural public service departments and points out the problems existing in human resources in China's rural public service departments during new countryside construction as follows:first,the constitution structure is not rational;second,the cultural quality of staff is universally low,and the business capacity remains to be promoted;third,the improvement of human resources development environment lags behind,and the supporting reform is short.In the context of new countryside construction,the opportunities faced by the human resources in China's rural public service departments are as follows:China has elevated strengthening new countryside construction and rural talents construction as important state development strategy;the ideas of service-oriented government and learning-oriented government are put forward;civil servant system is overhauled.Therefore,I advance the development strategy of human resources in China's rural public service departments as follows:implement elastic personnel system reform in public service departments(including civil servant positions in department),to form the public service personnel system of "able one comes in,mediocre one moves over and shiftless one steps down";audaciously promote young and middle-aged grass-roots cadres with strong business ability,high political quality,acute judgement and decision-making ability;build learning-oriented grass-roots public service organization,to make the staff in rural pubic service departments study assiduously and progress;broaden horizon,and build the human resources development system geared to international standards;in developed regions,the human resources in grass-roots public service departments should introduce enterprise competition model.展开更多
Personnel HRM is the combination of personnel management （PM） and human resource management （HRM）. PM continues to be used in firms as an administrative function. HRM takes over the responsibilities of PM. HRM cur...Personnel HRM is the combination of personnel management （PM） and human resource management （HRM）. PM continues to be used in firms as an administrative function. HRM takes over the responsibilities of PM. HRM currently implements HRM practices in organizations. They are, for example, training, compensation, recruitment, careers, and others. There are two kinds of responsibilities of HRM departments in organizations： employee affairs and HR-related activities. Employee affairs are related with administrative functions. HRM has the mission of performance, both individual and fu＇m. Wright and McMahan （1992） articulated that HRM is the relation between HRM practices and firm performance. On the other hand, Boston Consulting Group （2010） specified that the future of HRM might be talent management. Therefore, fh-ms may apply personnel HRM in their structure, which is related with the application of PM and HRM together. Firms might have specialists （experts） for administrative functions, and experts for HRM-related practices. Therefore, personnel HRM is： Personnel HRM = PM ＋ HRM or P-HRM = Administrative function ＋ HRM practices. Firms have specific task person for these roles above.展开更多
文摘On the basis of defining related concepts concerning human resources in rural public service departments,this paper analyses the overall status quo of human resources in China's rural public service departments and points out the problems existing in human resources in China's rural public service departments during new countryside construction as follows:first,the constitution structure is not rational;second,the cultural quality of staff is universally low,and the business capacity remains to be promoted;third,the improvement of human resources development environment lags behind,and the supporting reform is short.In the context of new countryside construction,the opportunities faced by the human resources in China's rural public service departments are as follows:China has elevated strengthening new countryside construction and rural talents construction as important state development strategy;the ideas of service-oriented government and learning-oriented government are put forward;civil servant system is overhauled.Therefore,I advance the development strategy of human resources in China's rural public service departments as follows:implement elastic personnel system reform in public service departments(including civil servant positions in department),to form the public service personnel system of "able one comes in,mediocre one moves over and shiftless one steps down";audaciously promote young and middle-aged grass-roots cadres with strong business ability,high political quality,acute judgement and decision-making ability;build learning-oriented grass-roots public service organization,to make the staff in rural pubic service departments study assiduously and progress;broaden horizon,and build the human resources development system geared to international standards;in developed regions,the human resources in grass-roots public service departments should introduce enterprise competition model.
文摘Personnel HRM is the combination of personnel management （PM） and human resource management （HRM）. PM continues to be used in firms as an administrative function. HRM takes over the responsibilities of PM. HRM currently implements HRM practices in organizations. They are, for example, training, compensation, recruitment, careers, and others. There are two kinds of responsibilities of HRM departments in organizations： employee affairs and HR-related activities. Employee affairs are related with administrative functions. HRM has the mission of performance, both individual and fu＇m. Wright and McMahan （1992） articulated that HRM is the relation between HRM practices and firm performance. On the other hand, Boston Consulting Group （2010） specified that the future of HRM might be talent management. Therefore, fh-ms may apply personnel HRM in their structure, which is related with the application of PM and HRM together. Firms might have specialists （experts） for administrative functions, and experts for HRM-related practices. Therefore, personnel HRM is： Personnel HRM = PM ＋ HRM or P-HRM = Administrative function ＋ HRM practices. Firms have specific task person for these roles above.
