The object of human resources development and management in the national tax system is people. Therefore, in order to develop human resources and fully mobilize the enthusiasm and creativity of national tax cadres, we must have a deep understanding of human nature.
Marxism holds that people not only have natural attributes, but also have social attributes. Therefore, human nature exists objectively, both in the same sex and in concrete things. In the history of our country, people have long summed up their experience in how to select, employ and employ people in different fields. As the personnel department of the national tax system, how to learn and absorb the international advanced scientific theories and methods of human resources development and management by summing up, criticizing and inheriting the beneficial experience of history has become our top priority.
The second is to strengthen the cultivation of positive psychological quality of national tax cadres and enhance their ability to cope with difficulties and pressures.
As the saying goes, there are hundreds of people and thousands of faces. Because of different life experiences, national tax cadres and workers will be rich and colorful, and will certainly cast different personalities and postures. As the personnel department of the national tax system, while accommodating people's various personalities, there is a personality characteristic with * * * that should have general requirements, that is, a positive attitude towards life and indomitable enterprising spirit. As a national tax collector, in the actual tax collection work, in daily study and life, it is inevitable to encounter difficulties of one kind or another. However, in the face of difficulties, setbacks and even attacks on framing, whether you can maintain a positive and healthy attitude, whether you can face difficulties, persevere and forge ahead, not only determines the fate of a national tax collector, but also affects the rapid, healthy and sustainable development of the national tax cause.
Third, strengthen the cultivation of learning ability, change "I want to learn" into "I want to learn", and stimulate people's internal motivation.
As long as the taxpayers have a positive attitude towards life, the concept of on-the-job cadres receiving lifelong education will change from being forced to learn to being active, and the attitude of "never too old to learn" will be carried forward in the national tax system.
The change of ideas will inevitably lead to the change of actions. As long as the national tax cadres and workers have a positive attitude of "never too old to learn", they will actively participate in the "Three Teachers" qualification, computer and English proficiency exams organized by the state, and participate in the diploma exams needed by their own systems and their own posts. Passing the above examinations can improve the knowledge level of cadres and workers in the national tax system, organically combine rich practical knowledge with modern professional theoretical knowledge, and lay a solid foundation for doing a good job in tax work and practicing internal strength.
Due to the high level and strong authority of the national qualification examination, it has played a very good role in improving the professional quality of national tax cadres and cultivating good study habits of cadres and workers. At the same time, it also puts forward that the problem of "export" should be better solved while strictly controlling the "import" of civil servants. For example, after passing the national examination and obtaining the qualification of "three divisions", national tax officials can join accountants, tax agents and law firms in the society to lay a good foundation for starting a second business when they retire or resign, so as not to fall into the negative thinking of "the boat will arrive at the dock and the car will arrive at the station", which will urge them to face life and society positively and make the life of middle-aged people more brilliant. Encouraging cadres to participate in the "three divisions" qualification examination and other professional grade certification examinations will also play a good role in consolidating the foundation and laying a solid foundation for doing a good job in national tax work. In fact, any unit or department needs talents in all aspects. Therefore, we carry out multi-directional, multi-level and multi-professional training in a planned and purposeful way, which is very useful for solving the problem that the national tax department urgently needs talents. The author believes that it can only be pursued as an ideal to train all cadres in the national tax department into compound talents at the same level. At this stage, we should emphasize giving full play to everyone's strengths and, in the long run, arrange suitable posts and jobs for cadres and workers. We should also pay attention to studying how to make full use of and develop existing human resources, accumulate experience and sum up methods to better serve the grass-roots tax collection and management work and taxpayers.
Fourth, we should try our best to make the best use of people.
National tax cadres belong to professional civil servants, and there should be a set of standards different from those of government civil servants in the introduction and use of talents and the training and improvement of existing personnel. Therefore, as the personnel department of the national tax system, we should first investigate and compare the gender structure, age structure, knowledge structure, professional skill structure and life experience of personnel, and make a scientific analysis of the above factors, so as to facilitate the development, utilization, introduction, training and use management of human resources, and achieve the purpose of making the best use of people, making the best use of things, making the best use of people, making the best use of people and making a unified deployment. So what is the post talent standard of "making the best use of people" in the national tax system? That is "virtue" and "talent". Under the condition of socialist market economy, the virtue of national tax officials as a series of civil servants refers to the moral quality that should meet the requirements of socialist spiritual civilization and professional ethics construction, and the talent refers to the knowledge, experience and skills that civil servants engaged in this position must possess. These conditions should be fully reflected in the human resource management of the national tax department in China through careful planning of posts and knowledge structure. Only in this way can we eliminate interference and select outstanding tax professionals and administrative personnel in a wider range on the basis of meritocracy. In order to make the talent standard "appropriate", it requires us to formulate specific detailed post standards for all posts, such as political quality, ideological and moral character, age structure, gender structure, knowledge structure, business skills, life experience and so on. After formulating the corresponding refinement standards, it will be more conducive to the national tax cadres to be "aware" and "targeted" when choosing a job. As the personnel department in charge of the national tax system, we should make clear the meaning of "qualified national tax official" while formulating the knowledge structure standard of cadres required for the post, dilute the idea of "official standard", take professional skills as the basic standard to measure a qualified national tax official on the basis of emphasizing ideology and morality, encourage national tax cadres to study their business, and change "riding horses" into "racing on the field" to make the national tax system more.
"Science is like a horse, knowing people and being good at their duties." This is a principle of selecting people. To be meritocratic, it is necessary to know people and be good at their duties, which should also be a basic work for the national tax personnel department to develop and manage human resources. How to know people, this requires observing people, understanding people and examining people with established standards to see if they have the necessary "virtue" and "talent" for the proposed position. For example, through performance appraisal, we can know the quality of its daily work, and through the handling of a specific tax-related affairs, we can prove the level of its business ability. At the same time, national tax systems at all levels should establish their own talent pool. Those who meet the talent standards of the national tax system should enter the corresponding national tax talent pool and be given corresponding tilt in terms of wages, bonuses and benefits. This has the advantages of inspiring talents themselves, setting an example for those cadres who want to become national tax talents, embodying the basic starting point of keeping people in their careers, feelings and treatment, and is conducive to the human resources of national tax talents.
"The ruler is short, the inch is long" is a principle of employing people and deploying cadres. Everyone has his own strengths and weaknesses in ability, personality, attitude, knowledge and cultivation. The key to employing people is to emphasize applicability, that is, to foster strengths and avoid weaknesses and to employ people without doubt. Managers can give great spiritual encouragement to their subordinates, promote their enthusiasm and initiative in their work, and make our national tax cause full of vitality and vitality.
It is a principle that group organizations play a collective role. As an individual, it can't be perfect, but as a group, we can equip people with their own strengths to achieve scientific and reasonable allocation in gender structure, knowledge structure, experience structure and ability structure, and make them "overall optimal" as far as possible through the complementarity of various human resources. Therefore, in the actual tax work, when allocating human resources, we should not only consider the age, experience, education, political outlook and other factors and conditions of national tax cadres and workers, but also consider gender, personality, work ability and other factors. The purpose is to give full play to everyone's strengths and optimize the allocation of organizational structure and personnel structure of the national tax system.
Fifth, we should strengthen job rotation to achieve the goal of optimizing resources.
It is an important principle of human resource management to have the same goal and work together. Because the goal of the national tax system is the same, it is to combine the organizational goal with the outlook on life, values and world view of the national tax cadres and workers as much as possible, and to closely combine the national interests with personal interests. Only in this way can individuals forget their work and work hard for the collective interests. When we make short-,medium-and long-term plans for personnel rotation and post changes, we should design a "three-in-one" scheme for different age groups and value orientations. This is not only the need to fight corruption, but also the need to develop human resources and improve the utilization rate of human resources. It is also the best annotation of the "people-oriented" and the same values of the national tax system.