What principles should be followed in the recruitment of human resources in public sector?

The recruitment of human resources in public sector should follow the principles of matching ability with post, making use of the situation, having both ability and political integrity, fair competition, open information and legality.

The principle of competency-based job matching is the golden rule that any organization must follow in the process of recruiting and selecting human resources. The principle of competency-based job matching includes two aspects: on the one hand, a person's ability is fully qualified for the requirements of the post, on the other hand, this person can fully meet the requirements of the post.

The rational allocation of human resources should strengthen the overall function of human resources and make people's ability correspond to the job requirements. There are levels and types of enterprise posts, occupying different posts and exceeding different energy levels. Everyone also has different levels of ability and is in different energy level positions in the vertical direction.

Recruitment method

The sources and levels of internal recruitment are limited within the organization. It is easy to cause "inbreeding" and internal conflicts among employees. External recruits are slow to integrate into the organization, which may recruit the wrong person and affect the enthusiasm of internal employees. The selection of written test can't examine the comprehensive ability of candidates, and there are "high scores and low abilities" and cheating in the exam, which may affect the level of candidates because of poor questions.

The planning function of human resource management in public sector refers to the macro-design and planning of the supply and demand of human resources according to the strategic objectives of the organization and from the perspective of the overall development of the public sector, predicting the types and quantities of human resources needed in the future, and making forward-looking planning of the training of existing human resources, so as to make human resources adapt to the development objectives and needs of the organization.