Contents of personnel file management work [A brief discussion on the understanding of personnel file management work]

Abstract: By describing the definition and significance of personnel files, this article briefly discusses the problems existing in the management of personnel files under the new situation, and puts forward several insights on improving the deficiencies in the management of personnel files.

Keywords Personnel files; management; understanding. The original records that record and reflect the growth experience, ideology and ethics, business capabilities, work performance, and rewards and punishments received by cadres and employees in various social activities are personnel files, which are both personal identities.

The symbol is also the main basis for people to handle job transfers, job promotions (titles), political review abroad, pension insurance, and retirement.

With the continuous improvement of the market economic system and the deepening of the reform of the personnel system under the new situation, personnel file management is facing new challenges and opportunities.

This article talks about the management of personnel files under the new situation from the following aspects: 1. The main problems existing in the management of personnel files: Insufficient amount of information and rigid format cannot meet the needs of employers.

The format and content of current personnel files are set up under the planned economic system. Most of the information records reflect personal experience, party membership, league membership, academic registration, salary, family situation, social relations, rewards and punishments, etc. Among them, the

Most of the evaluations are empty political terms, which cannot reflect the individual's talent type, management ability, technical expertise, work performance, psychological quality, personality characteristics, etc., and therefore cannot fully reflect the whole picture of the recorded person.

Content distortion reduces the credibility of personnel files.

First, due to the lack of supervision mechanism, in the process of forming and supplementing archives, individual people or even individual organizations, for certain purposes, do not take seriously and commit fraud when filling in archive materials; or when making comments or writing appraisals to others, they adulterate

Personal emotions; or intentional distortion of archived content due to other motives.

Second, the archives practitioners are mixed, with poor ability to screen archive materials, or even do not check them at all. They do not refuse some IDs, fake professional titles, fake resumes, etc., resulting in these false materials being successfully entered into personal files.

What's more, some unit leaders or personnel department cadres pretend to be good people and make false claims.

For example, when employees of the unit are transferred out, they conduct sudden promotions and professional title reviews, or destroy some disciplinary and disease materials, etc.

Third, due to technical and facility reasons, archival materials are lost, damaged, and deformed during collection, processing, transmission, and utilization, resulting in inaccurate and distorted personnel file information.

Adjustments to relevant policies have weakened the voucher function of personnel files.

With the rapid development of public utility management and the improvement of various laws and regulations, some policies and regulations involving the national economy and people's livelihood no longer appear in the form of control, blocking, suppression, etc., but are instead more humane.

culture and more humanistic care.

With the adjustment of national policies, some of the original irreplaceable voucher functions of personnel files are gradually disappearing, and new functions and functions have not been added, which has greatly reduced the status and role of personnel files in people's minds.

As the competition for talent intensifies, some places have abandoned their jobs.

Due to the intensification of market competition, the role of talents in social and economic development is becoming more and more important, and the flow of talents is becoming more and more common.

In order to introduce more high-level, highly educated, and highly skilled talents, various regions are introducing various preferential policies.

In order to retain talents, some units in economically underdeveloped areas adopt retention policies that prohibit transfers, transfer of personnel files, and transfer of household registration. On the contrary, some units in developed areas adopt policies to attract talents.

, they adopted the method of "no transfer procedures, no personnel files, no transfer of household registration".

What's more, in order to eliminate the worries of high-level personnel, some regions and units even promise to rebuild files for the introduction of talents while hiring them with huge sums of money.

These new problems and new situations that have emerged in the management of personnel files have seriously interfered with the normal development of personnel files management in our country.

2. Several understandings on improving personnel file management work. There is a serious disconnect between the current personnel file management work and the requirements of social development for personnel file management, which makes personnel file management seriously lag behind social and economic development.

So, how to get rid of the interference of various factors and improve my country's personnel archives management to meet the needs of social development?

Adapt to the needs of the times and break the existing rigid personnel file management model.

With the promulgation and implementation of the Civil Servant Law, hierarchical and classified management of cadres will become the mainstream, and the concept of "national cadres" will be gradually diluted; public institutions will implement an employment system; enterprises will break the identity boundaries between cadres and workers, and encourage talents to be rational

Flow and two-way choice; non-public economic components are expanding day by day, and employees will be characterized by wide sources and multiple levels.

Strengthen the legal system construction of personnel files management.

The market economy is a legal economy. In order to make personnel archives work better serve the construction of a socialist market economy, it is necessary to strengthen the legal construction of personnel archives work and ensure the standardization and institutionalization of personnel archives work.

At present, the management of personnel files in our country is mainly based on laws and regulations such as the Archives Law of the People's Republic of China, the Regulations on Cadre Files, and the Interim Provisions on the Management of Personnel Files for Mobile Personnel.