First, introduce the number of candidates.
The national tax system of 20 18 national examination recruited 9284 positions, with the number of recruits 17657, and the number of recruits in various provinces and cities generally ranged from 500 to 600, with Guangdong, Shandong and Sichuan having the largest number of recruits, all above 1000.
According to the level of recruitment agencies, counties (districts) and below are the focus of recruitment, with 923 1 position and 17585 people. There are 53 positions and 72 people under the city (prefecture). It can be seen that in 20 18, the demand of grass-roots tax departments is large, accounting for more than 90%, which is the focus of recruitment.
Second, the national tax structured interview exam
(A) the overall analysis
1. There are many factors to be investigated. In the past three years, the real questions of national tax interviews have all involved the commonly used evaluation elements.
2. The exam is focused. Focus on comprehensive analysis ability, planning and organization ability, overall coordination ability, communication ability and psychological adjustment ability.
3. Have a professional background. Some national tax interview questions involve tax expertise.
(B) the characteristics of propositions
1. Comic title
(1) In the past three years, there have been 2-3 cartoon questions every year.
(2) It is difficult to ask questions. Candidates are generally required to draw up 1-2 suitable titles for comics, and then elaborate one of them in combination with social phenomena.
(3) Comic titles focus on comprehensive analysis ability, as well as association and analysis ability.
2. Situation communication problem
(1) From the type of examination, it mainly examines persuasion and communication and coordination. In previous years, we mainly investigated appeasement and persuasion. 20 17 has two communication and coordination categories and two appeasement and persuasion categories.
(2) Starting from setting situations, including work situations and life situations, focusing on situations related to work practice. Workplaces often set specific identities, such as marketing managers, colleagues, friends, newcomers and so on. And ask for communication to solve the problem.
(3) From the way of asking questions, comparing routines is generally how to persuade and how to communicate. Please conduct a live simulation.
3. Psychological adjustment ability
(1) From the examination form, it usually combines the consciousness and skills of interpersonal communication and situational communication.
(2) From the assessment content, the main reasons are that we can't face up to the negative evaluation of leaders, are dissatisfied with the working state, are anxious because of busy work, are dissatisfied with working conditions, and can't face up to the complaints of the masses.
(3) From the survey situation, it is usually set in the work situation, and there are key words to express the mentality, such as grievance, distress, depression, complaint, inadaptability, etc.
(4) From the way of asking questions, it is more flexible. In the 20 17 exam, it was "how would you convince?" Please make a live simulation. In addition, in previous years, we also inspected "What would you do" and "How would you help him".
4. Overall coordination ability
(1) In recent three years, * * has tested six questions on overall arrangement ability, including 20 17, 3, 20 16, 2 and 20 15 1 lane, showing an overall upward trend.
(2) From the content of the examination, it mainly examines how to arrange the matters at hand as a whole under the condition of limited topics. For example, how to arrange items when time conflicts, and how to allocate to-do items when funds are limited.
(3) From the way of asking questions, you usually ask "How would you arrange it" directly, and there have also been "How would you arrange it", "How would you handle it" and "How would you advise the leaders on the use of funds".
5. Tax expertise
(1) is reflected in various types of questions. Social phenomena, planning organization, interpersonal problems and contingency problems are more common.
(2) It is often the role of the national tax staff and the national tax service office to examine the basic tax knowledge of the national tax.
Third, the characteristics of curriculum design
1. Comic special ability training to cultivate association and analysis ability.
(1) From the skills of examining questions, to the selection of ideas, to the answer of questions, systematic explanation is helpful to think from the perspective of society and life, expand thinking and expand association in multiple dimensions.
(2) Through special training, master the four modules of cartoon description, topic drafting, concept selection and topic answering, master the important and difficult points, and be able to answer them systematically.
2. Special training of overall coordination ability to help improve the ability to capture material information.
(1) Be able to deal with the time and resource conflicts faced by the incident quickly and clearly in a relatively short period of time, grasp the core principles of handling problems, make reasonable arrangements, make overall plans and give clear answers.
(2) Through a lot of training, we can accurately find the conflict point of time and resources in the materials and make targeted answers.
3. Special training of psychological adjustment ability to help master psychological adjustment methods.
(1) Understand what psychological adjustment abilities civil servants must have.
(2) Teach you to identify common psychological problems faced by new civil servants, grasp core principles, master coping strategies, and calmly deal with psychological problems.
(3) Set up targeted guidance for special courses and grasp the core test sites of examiners.
4. Special training in situational communication helps to improve communication skills.
(1) The theoretical course starts with how to analyze, how to talk about methods, how to analyze scenarios, how to make in-depth analysis, and how to master countermeasures. (2) Through special training to sharpen the ability, a large number of topics to practice comprehensive communication methods, grasp the communication scene. (3) Through the rehearsal training of situational sketches, we can truly experience the situation, thus breaking through the difficulties of the topic.
5. Professional topic training to help master tax knowledge and create personalized highlights.
(1) This paper analyzes the cases of national tax work, and summarizes the common tax service problems and solutions such as tax publicity and emergencies in the tax service office, so as to grasp the key points of the quasi-examination.
(2) Offering special courses, mastering tax knowledge through situational teaching, and skillfully using it.
Fourth, review the real questions
An administrative service center issued a service standard rectification plan, which was guided by people's needs and based on people's satisfaction. The contents include: 1. The first question responsibility system; 2. Time-limited completion; 3. One-time notification system; 4. Accountability; 5. Service commitment system. According to the rectification plan, what problems do you think this unit may have in its previous work? Please talk about how to implement one of the rectification measures.
Reference answer
The first question:
I think the possible problems in the preliminary work of this unit are:
First, the attitude of the reception staff is not positive, or there are perfunctory and evasive situations in the reception.
Second, when dealing with mass affairs, the work efficiency is not high, and there is a problem of delaying office work.
Third, when the masses asked the relevant window staff about the procedures or materials, they could not inform them at one time, which led to the situation that the masses repeatedly prepared materials and handled them many times.
Fourth, the staff's sense of responsibility is not strong, the division of responsibilities is not clear, and the relevant personnel are not held accountable in time for problems.
Fifth, some staff members can't guarantee the quality and quantity of service work within the specified time, and are afraid or unwilling to make service commitments to the masses.
The second question:
Now on the third point, the one-time notice system, specifically explain how to implement it:
First of all, strengthen the job responsibilities of window service personnel. Through business training and self-study, let each window service staff strengthen their job responsibilities again, such as accurately understanding the personal information certificates and related written materials that the masses need to provide for various businesses, so as to inform the masses without omission and in a targeted manner, so as to avoid the masses from going back and forth for business many times.
Secondly, in practical work, the implementation of the "one-time notification system" is assessed by setting up a mass feedback form. Show the relevant contents of the assessment in the central hall, and ask each staff member to inform the assessment when receiving the masses, so that the masses can fill in the "one-time notification system" satisfaction questionnaire after handling the business. According to the feedback from the masses, the inspector's implementation of this system.
Finally, after a week of implementation and assessment, the staff who have been recognized by the masses will be praised and commended, and those who have not done so will be criticized and retrained until all staff really implement the "one-time notification system".