Structure, professional structure, professional title structure, etc., this paper analyzes the present situation, quality and causes of human resources in the water conservancy system in Chaoan County, and explores ways to strengthen the construction and promotion of water conservancy teams.
Effective methods to improve the quality of human resources.
Key words: water conservancy system; Employee structure; Introduction to quality analysis
As early as 2000, the Guangdong Provincial Party Committee and the provincial government put forward the modernization of water conservancy.
The development outline requires that water conservancy as the first basic industry and infrastructure should
To promote development, Guangdong's water conservancy modernization is required to be 20 15. damp
Since 1992 resumed its organizational system in Anxian county, on the one hand, water conservancy construction has been going on for a long time.
Fully developed, flood control, drainage, water supply, irrigation, power generation and other functions have been built.
Water conservancy engineering system based on. It can be said that water conservancy modernization is a wave of realization.
The premise and guarantee of modernization in anxian county. However, on the other hand, water management is
There are some shortcomings in reconstruction, such as light management, numerous troops under construction and single-handedly managing projects.
Balance phenomenon. In addition, the water conservancy management mechanism is unreasonable and the organizational structure is bloated.
The academic qualifications and professional titles of personnel are low, the age structure is aging, and the professional structure is not aging.
Reasonable, the overall quality of personnel is difficult to meet the management requirements of existing water conservancy facilities.
Matching with it, it has seriously restricted the development of water conservancy and water conservancy.
The smooth progress of modernization. So how to objectively evaluate our county water conservancy system?
The structure and quality of personnel reveal the problems existing in human resource management.
Very important and necessary.
1 personnel structure and quality analysis of water conservancy system
From June 5438 to February 2006, the county water conservancy bureau carried out water conservancy work in the county according to the arrangement of the superior.
Systematic and comprehensive personnel structure survey (statistical period: 2006 1)
June 2006 1 to February 3 1). On the basis of collecting basic data,
Make use of H RP6.0 human resource management information system for statistics and analysis,
The investigation is now described as follows.
1. 1 team size
County water conservancy system can be divided into three subsystems at different levels: Chaoan County Bureau
First-level organs, county-level water conservancy management units, and township water conservancy institutes. The above three children
See table 1 for the organization, personnel distribution and labor remuneration of the system. In these three subsystems, * * * has 25 units with 4 17 employees. county
The first-level organ, namely the Chaoan County Water Conservancy Bureau, exercises the county's water conservancy administrative functions.
Comprehensive institutions, employees 19, accounting for the total number of employees in the county water conservancy system.
The proportion is very small, only 4.6%. Grass-roots water conservancy management units and township water conservancy
The number of employees accounts for 69.7% and 25.7% of the total number respectively, which shows that most of them
Water conservancy personnel are active in the front line of grass-roots water conservancy. They are water conservancy management.
The main force plays an important role in water conservancy work. However, from labor
In terms of salary, except that bureau-level organs are higher than the average monthly salary of employees in Chaoan County in 2006 1 124 yuan, grass-roots water conservancy management units and towns and villages.
The average monthly salary of staff and workers in water conservancy institute is lower than the county average 135 yuan.
422 yuan, only 88% and 62.4% of the county's average monthly salary.
1.2 Age structure of the team
According to this survey, the age structure of employees in our county's water conservancy system is as follows
Table 2. Many scholars believe that the age structure of an organizational system should be revealed.
Out of the hierarchical structure, the proportion of young and middle-aged people should be kept at 4: 4: 2.
Only in this way can its organization adapt to the needs of economic development and be more dynamic.
And innovative spirit. But according to the data of this survey, the water in our county
The ratio of young and old employees in the welfare system is basically 3: 4: 3, although
However, young and middle-aged workers account for 73.8% of all employees and are the main body of the team.
The proportion of elderly workers is as high as 26.2%, which means there are less than four hydraulic workers.
One of the employees is an old man in his fifties, and his employees are "aging".
1.3 academic structure of the team
According to statistics, the educational background structure of employees in Chaoan County's water conservancy system is as follows
As shown in Table 3, China Water Conservancy Modernization Research Group National Water Conservancy
The education index of personnel in the modernization index evaluation system is shown in Table 4. The statistical results show that the educational level of water conservancy system personnel in Chao 'an County is ten.
The score is low, human resources are concentrated in bureau-level organs, and the higher the unit level.
The lower the education, the lower the configuration. There is not a blog in the whole system.
There are no master students in undergraduate courses, and undergraduates only account for the total number of employees.
1.2%, only one of the five undergraduates in the whole system is an ordinary institution of higher learning.
Graduates, the other four are all undergraduate degrees obtained through adult education.
College graduates and technical secondary school graduates only account for 14.8% of the total number of employees.
And 18.5%, more than 80% of college and technical secondary school graduates are
Degree in adult education. The number of employees with technical secondary school education or below is as high as 273.
People, accounting for 65.5% of the total staff.
Compared with the national water conservancy modernization index evaluation system, the water conservancy department of our county
College degree or above only accounts for 16. 1% of the total number of employees, which is nearly half of the level of the existing national water conservancy system and equivalent to that of developed countries in the 1990s.
Compared with the level of more than 98% in the 1990s, it is far from it. Modern water conservancy
The degree of realization is only 16.9% (existing value 16. 1%÷ reference value 95%). such
Low academic structure, can manage water conservancy and the basic industry of the country?
There are doubts, let alone how to innovate the system and make it stronger and bigger.
Water conservancy industry. Obviously, water conservancy modernization is very important to the water conservancy system in Chaoan County.
There is still a long way to go.
1.4 team title and skill structure
The title and skill structure of the team reflect the water conservancy personnel to some extent.
The level and professional ability of the staff. Corresponding to the education structure, the higher the education, the higher the position.
The higher the ratio, as shown in Table 5. From the statistical results in Table 3 and Table 5, there are 5 people with bachelor's degrees, accounting for the total number.
0.2% of the 65438+ population; There are 5 people with intermediate titles, accounting for1.2% of the total number of employees in the system; special
There are 62 people with history of science, accounting for 14.8% of the total number, and 63 people with junior titles, accounting for the total number.
15. 1% of the population. Generally speaking, our county water conservancy team is a low title.
Proportional structure, the whole system has no senior professional title personnel, nor does it.
Skilled talents with more than one technician. And there are only five people with intermediate titles.
Four of them are engineers in engineering technology series, and 1 is an economist. Junior position
Of these 63 people, only 2 are accounting titles, and the remaining 6 1 are engineering skills.
Technical title. It can be seen that the overall water conservancy system in our county is not only low in title, but also
And the professional structure is also extremely unreasonable, water conservancy, economy, management, advanced skills.
Talent is scarce.
2 main problems and countermeasures
2. 1 personnel funds cannot be guaranteed, which leads to the quality problem of human resources in water conservancy system.
The most fundamental reason for low.
The water conservancy industry is a public welfare industry based on social benefits.
Due to historical reasons, the personnel funds of the water conservancy system in Chaoan County are financial support in addition to the Water Conservancy Bureau.
Outside, the rest of the water conservancy management units and township water conservancy are defined as self-supporting.
Institutions. Collect water charges, dike fees and water resources fees in the benefit area as a unit.
Source fee, electromechanical irrigation and drainage fee to maintain the operating expenses and personnel expenses of the unit.
It is difficult to collect, and there are no feasible and effective measures to restrain the arrears of water conservancy fees.
Stone, the source of funds can not be guaranteed.
2.2 The marketization of human resources allocation is low, and the water conservancy management system is backward.
Most of the water conservancy projects in our county were completed in the 1940s and 1950s.
During the planned economy period, management was established under the historical conditions at that time.
The system has remained unchanged for almost 50 years to this day, with extensive management mode and one set.
Power-based leadership, because people have fixed posts, the organization is bloated and the management efficiency is low. system
Internal human resources only flow in the closed organization of the company, companies and documents.
There is basically no personnel flow between posts, let alone external market deployment.
Home, the potential of human resources is suppressed and can not be fully exerted, not to mention.
Law attracts excellent talents.
2.3 natural factors restricting the improvement of human resources quality in water conservancy system
In addition to the above two social factors, the unique self of the water conservancy industry
But the factors are also the reasons that hinder the improvement of the quality of employees in water conservancy system: 1) me.
County is a mountainous county, and its economic foundation is relatively weak, precisely because of the mountainous area.
There are many water conservancy projects in various counties, and most of the water conservancy workers live in canyons and places with bad environmental conditions.
Bad remote areas, this relatively closed "life circle", are caused by ideas.
Conservative and narrow ideas and weak pioneering consciousness also lead to water conservancy human resources.
The deep reason of low quality; 2) Most water conservancy technologies are simple,
Mechanical and internal units have poor correlation, strong dependence on natural conditions and lack of
The motivation of workers to improve their technical quality is combined with traditional water conservancy management.
The system makes the potential of water conservancy workers and the conditions for improving their professional skills empty.
Time is very limited.
2.4 Change the concept and change the traditional personnel management into human resource management.
Talent is the source of motivation for career development in the information age, and human resources are
The key to the success of water conservancy. Water conservancy should meet the needs of development in the new century,
We must understand the management and development of water conservancy human resources from a strategic perspective.
Importance and necessity. The traditional concept of personnel management has been unable to adapt to water conservancy.
In order to meet the needs of modern development, we should take things as the center, find a position for people, match things with people, and only pay attention to the possession of talents but not the development of talents.
And use, into a people-oriented, human resources investment as the main line, from
The past "vertical" management mode has been transformed into "subject" human resource management.
Mode.
2.5 fully implement the system reform of water conservancy institutions and effectively solve the personnel problem.
Cost problem
Taking the opportunity of institutional reform in the whole province to carry out water conservancy work
Institutional reform of public institutions. Reform thinking is the foundation of water conservancy institutions.
The degree of public welfare is classified, one is pure public welfare organization,
All funds are allocated by the government; The second kind of quasi-public welfare units shall implement financial allocation.
Balance distribution; The third category is enterprise units, whose funds and personnel are completely independent.
Responsible. On this basis, strive for the policies of the higher authorities and obtain the financial resources of the government.
Political support for water conservancy, formulation and introduction of local water and water prices.
Laws and regulations, gradually change water conservancy fees into water conservancy taxes, and implement two lines of revenue and expenditure to ensure that
It is proved that the funding channels of water conservancy system are smooth, and the fundamental problem of personnel funding is effectively solved.
Sexual problems.
2.6 Reconstruction of human resource management system of water conservancy units
Redesign the original unreasonable position. The later design should be
To achieve: 1) The sum of all positions should cover the overall task of the organization; 2)
The responsibility system composed of all posts should ensure the realization of the overall objectives of the organization.
Mark; 3) The post design should be helpful to give full play to employees' personal abilities.
Improve organizational efficiency; 4) Work design should consider the possibility of reality. through
Through the scientific analysis and research of the post, the job description of each post is compiled.
Books and job descriptions should include the nature, tasks and responsibilities of specific positions.
Appointment, authority, work content and methods, job application examples, work environment and
The post requirements and qualifications of the personnel in this post shall be unified.
Further expand the autonomy of water management units to realize human resources.
The best configuration of. Implement openness, equality, merit-based and two-way selection to form wealth.
A dynamic employment mechanism. According to the position of each position,
Clarify the requirements for personnel qualifications, announce qualifications and be fair.
The competitive entrance examination shall be conducted in accordance with the principle of having both ability and political integrity and meritocracy.
Use, enrich capable talents to leadership positions at all levels, and realize the best use of talents.
Optimal allocation of power resources.
2.7 Implementing the strategy of invigorating water through science and education
Implement the strategy of invigorating water through science and education, and lead the reform and development of water conservancy to rely on.
Scientific and technological progress and improve the quality of workers, and comprehensively improve water conservancy.
The overall quality of the workforce is for the sustained, rapid and healthy development of water conservancy.
Exhibition to provide strong support for the fundamental measures and inevitable choice.
3 Conclusion
This paper makes a comprehensive analysis of the structure and quality of the employees in the county's water conservancy system.
The results show that the stock and quality of human resources of existing employees in the whole system are related to water.
There is still a long way to go to meet the requirements of modernization, and the current water resources management system also has shortcomings.
Respond to water shortage, water pollution, urban disaster prevention and mitigation, and water resources optimization.
Configuration and other challenges. And if there is no modernization of water conservancy, society will be realized.
The modernization of society is just empty talk. Therefore, we must use modern human resources.
Based on the theory of source management, the county's water conservancy system has achieved fruitful results.
Organizational change, establish a reasonable organizational structure; Carry out a comprehensive and scientific post
Research and analysis, and optimize the allocation of human resources according to the analysis results.
Settings; Implementing the strategy of developing water through science and education and comprehensively improving the quality of employees in water conservancy system.
Provide high-quality and sufficient talent guarantee for water conservancy modernization.
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