Paper Keywords: government employee system, government management innovation

As a new personnel management system and administrative management system, government employees are the innovation of government management concept, management method and management system, which is of great practical significance for promoting government reform and government management innovation in China.

Following the promulgation and implementation of the "Trial Measures for Employee Management" by the Jilin Provincial Government in June 2002, Shanghai, Wuhan, Guangzhou, Nanjing, Hangzhou, Anhui and other places have successively introduced the government employee system. As far as China's present situation is concerned, the government employee system can be defined as a personnel management system in which the government hires high-level talents with excellent professional skills and strong management ability to enter the civil service, undertake high-tech business in government departments, formulate relevant management systems and regulations, and carry out institutional constraints and scientific management. This personnel management system has been widely implemented in western countries, but it is still a new thing in China. As a new personnel management system and administrative management system, government employee production is of great practical significance for promoting government reform and government management innovation in China.

First of all, the government employee system is the innovation of modern government management mode.

In modern public management, the government often encounters a large number of administrative affairs with strong professionalism and high technical requirements. It is difficult to find people who are qualified for this kind of work in the existing civil servants. In the past, due to the lack of flexible mechanisms and low expectations, government agencies lacked professional and technical personnel in high-tech fields, which led to structural contradictions in human resources of government agencies in China. Government employees are an administrative personnel management system that embodies the market-oriented and contractual management mechanism. The government follows the salary pricing principle of human capital and temporarily hires high-end professionals. Employees provide high professionalism and high technology, and the government provides high salaries, which shows that the government gradually introduces the laws of market economy into the government's public management and public services in the process of modern public administration. This is a feasible exploration path for the government to adapt to the requirements of market economy development and change management concepts, management methods and service methods.

In the traditional government personnel management system, civil servants form relatively stable organizational relations, labor relations, social security and other joint and subsidiary relations with the government organs after entering them. Although the organ has obtained the human resources of civil servants, it also undertakes the organizational guarantee of job promotion and salary, medical care and pension. Although various forms of performance appraisal are also carried out for public servants, and a reward and punishment system is formulated, the enthusiasm of public servants cannot be fully mobilized because of the current inability of public servants to get in, out and up, the lack of rewards and punishments, and the relatively stable organizational relationship. However, after government employees are hired, they only form labor and employment relations with government agencies, and there is no joint subordinate relationship such as organizational relationship, job promotion and social security. Formulate relevant management systems and reward and punishment regulations, and decide employees' salary and whether to continue to hire employees according to their performance rather than the leadership will. This personnel management system should be a positive and beneficial attempt and a good breakthrough to explore and promote the reform of China's cadre personnel system and administrative management system.

Second, the government employee system highlights the government's awareness of efficiency and cost.

Although the position of government employee is only temporarily established to solve the problems faced by the government, the original intention of introducing employees is not to streamline the administrative staff in the department. However, government employees joining the public service management team will challenge the stable civil servant relationship formed by the traditional civil servant system, which will inevitably put some pressure on government officials and urge them to devote themselves to their own business work, thus improving the overall efficiency of public administration. Because government employees and government agencies only form an employment relationship, not an organizational relationship, their reward and punishment standards are mainly based on work performance. Therefore, government employees can do business without considering job promotion and leadership will, without considering the interference of hidden rules of officialdom, and without dealing with complicated interpersonal relationships. They should give full play to their professional potential and work enthusiasm, and strive to improve work efficiency to complete the task. This is the concept and idea of "official standard" in the government employee system. The cost-effectiveness of public administration is an important factor to attract government employees. The rapid development of social economy and science and technology has put forward higher and higher requirements for the work of government departments. Employees are employed in positions with high professional requirements and high technical and technological requirements. When the government recruits ordinary civil servants, it must carry out on-the-job training for the new recruits, and the new recruits must adapt for a period of time before they can formally enter the post role. Training and adaptation costs are quite high. Compared with the salary level of ordinary civil servants, although the government pays employees a high salary, the employees employed are experienced. And has a high level of theory and technology in the field of employment. Once they are employed, they can immediately engage in business work without job training and job adaptation, thus saving the cost of job training and job adaptation. In addition, employees can improve the professional theoretical level and technical operation level of these public servants in their work exchanges with other public servants, which not only saves the post retraining costs of these public servants, but also promotes the professional development of talents in their own units.

1998 government institutional reform, in order to streamline institutions and personnel, the government has to buy out the cadre status of public officials, and the minimum buyout fee ranges from tens of thousands to hundreds of thousands. Even if the identity of a civil servant is bought out, the person who is bought out will inevitably be inextricably linked with the original unit, leaving many sequelae. If these buyout expenses are spent on hiring professionals, when employees leave after completing their tasks, they will no longer have any identity contact or affiliation with their original units, which will neither cause overstaffing of institutions and personnel nor complete some government work. In previous institutional reforms, streamlining institutions and reducing redundant staff can never avoid the strange circle of "expansion-simplification, repeated expansion and repeated simplification", and the government employee system can bypass this strange circle. New employees do not occupy administrative establishment, and will be dissolved as soon as the task is completed. There is no need to consider a series of issues such as employee promotion and employee retirement. If the government introduces some employees appropriately, it will gradually reduce the pressure and resistance brought by the future reform of government institutions and the transformation of government functions.

Three, the implementation of the government employee system should pay attention to several issues

At present, China's various reforms are in the stage of continuous advancement and deepening. As a new personnel system and administrative management system, government employee production has important reference significance for promoting government reform in other fields. However, the government employee system has just emerged in China, and there are inevitably some problems in the implementation process.

The first is the institutional orientation of government employees. As the implementation of the government employee system is still in the exploratory stage, there are institutional problems in practice, such as whether it is legal for the government to hire employees with high salaries, where the funds come from, and how to locate the employees' identity. Relevant laws and regulations should be formulated as soon as possible to gradually bring this reform into the institutional framework and legal track.

Second, the implementation of the government employee system should not adopt the same standard everywhere, and should not apply a single model. When deciding whether to introduce the government employee system, all localities should, according to their own objective needs, fully consider the local economic development level and the quality structure of government civil servants, reasonably determine the wage standard, pay attention to the strength and breadth of implementing the government employee system, make steady progress in a planned and step-by-step manner, and properly handle the related problems brought about by the introduction of the government employee system.

The second is to formulate relevant post management systems and regulations, set clear standards and strict performance requirements for government employees, strengthen the binding force of the system, and strive to control the negative phenomena and their negative effects in the operation of the government employee system, such as temporary concept, weak sense of responsibility and lax assessment. At the same time, it is necessary to provide a good system guarantee and working environment for the professional work of government employees through strict management systems and regulations.