The main difference between the civil service system and the former cadre personnel system

The many disadvantages of the traditional cadre and personnel management system, boiled down to one point is that the system lacks the necessary vitality, management has not embarked on a standardized, scientific track. The establishment of the civil service system to implement the work, from the design, implementation to improve a number of links, effectively change these shortcomings of the traditional personnel management system. This is mainly manifested in:

One, the competition and incentive mechanism works well. For the unified package, do good or bad are the same drawbacks, the establishment of the examination and recruitment, competition, assessment and promotion system, fully reflecting the equal competition, the survival of the fittest, so that outstanding talent can stand out. In the team "import" at the "all into the must test" of the examination and recruitment work in full swing. At present, 31 provinces, autonomous regions and municipalities throughout the country have implemented open recruitment examinations. The central state organs have organized open recruitment for 10 consecutive years. In the ranks of the "stairway", competition has been implemented nationwide.

Two, the metabolism mechanism plays an obvious role. For personnel management in the flow of personnel, the structure is unreasonable, can not get in, can not get out, can not get out, etc., the personnel department has established a retirement, resignation, dismissal, lifting, exchanges, etc., to realize the normal turnover of civil servants, and to enhance the vitality of the organs and vitality. In particular, the establishment of the resignation and dismissal system has been adapted to the objective requirements of the development of the market economy, respecting the individual's right to choose his or her career while emphasizing strict management and enhancing the vitality of the system, so that the personnel management of the authorities is no longer a pool of stagnant water. From 1996 to 2002, the country **** dismissed 17,857 national civil servants, and 28,626 civil servants resigned.

Third, integrity constraints gradually play a role. The main manifestation of this is the introduction of discipline, punishment and rotation of civil servants, the system of avoidance, and a code of conduct; since 1998, 64,000 people have been subjected to various administrative punishments. At the same time, the system of rotation and recusal has been actively pursued. Since 1998, 534,000 people have been rotated into leadership and "hot spot" positions, and civil servants who are related to one another have been disqualified from serving in and carrying out their official duties. A further 29,832 people nationwide have been recused from their posts. These practices have strengthened the supervision and discipline of civil servants, standardized their behavior, and greatly contributed to the building of integrity in government agencies.

Fourth, the rights protection mechanism has been emphasized. Training has become an effective way to build high-quality, professional civil service team, but also become an important embodiment of the people-oriented personnel management of the organs. At present, China has basically established the initial training, post training, updating knowledge training and specialized business training as the main form of training to go abroad (overseas) training, academic training and other complementary training system.