完善人力資源公共服務(wù)
逐步增加公共投入。2008年，中國人力資本投資占GDP比例達(dá)到10.75%。2009年，中央財(cái)政用于教育支出1981.39億元人民幣，比2007年增長84.1%；用于醫(yī)療衛(wèi)生支出1273.21億元人民幣，比2007年增長91.66%；用于就業(yè)和社會(huì)保障支出3296.67億元人民幣，比2007年增長43.2%；用于科學(xué)技術(shù)領(lǐng)域的支出1512.02億元人民幣，比2007年增長51.2%。
完善公共就業(yè)和人才服務(wù)體系。建立縣區(qū)以上綜合性服務(wù)機(jī)構(gòu)，街道（鄉(xiāng)、鎮(zhèn)）社區(qū)服務(wù)窗口以及就業(yè)訓(xùn)練、創(chuàng)業(yè)服務(wù)等服務(wù)實(shí)體，形成了覆蓋省、市、縣（區(qū)）、街道（鄉(xiāng)、鎮(zhèn)）、社區(qū)（行政村）的五級(jí)服務(wù)網(wǎng)絡(luò)。截至2009年底，全國共有縣（區(qū)）以上公共就業(yè)和人才服務(wù)機(jī)構(gòu)1萬多個(gè)；街道、鄉(xiāng)、鎮(zhèn)服務(wù)窗口共3.7萬個(gè)，覆蓋了97%的街道和89%的鄉(xiāng)、鎮(zhèn)。公共就業(yè)和人才服務(wù)職能不斷增強(qiáng)，免費(fèi)開展政策咨詢、市場供求信息發(fā)布、職業(yè)介紹、職業(yè)指導(dǎo)、就業(yè)援助、創(chuàng)業(yè)服務(wù)，承擔(dān)就業(yè)登記、失業(yè)登記管理，提供人力資源社會(huì)保障事務(wù)代理、檔案管理、考試認(rèn)證、專家服務(wù)等服務(wù)項(xiàng)目。
Improving public service for human resources
The Chinese government has gradually increased its input in this area. In 2008 China’s investment in human capital accounted for 10.75% of its GDP. In 2009 the state treasury spent 198.139 billion yuan on education, an increase of 84.1% over 2007; 127.321 billion yuan on medical and health care, an increase of 91.66% over 2007; 329.667 billion yuan on employment and social security, an increase of 43.2% over 2007; and 151.202 billion yuan on science and technology, an increase of 51.2% over 2007.
The government has worked hard to improve the public employ-ment and human resources service system. It has set up integrated ser-vice institutions at the county or district level, and service centers and entities providing employment training and entrepreneurship service at the sub-district (township) and community levels, thereby forming a five-level network providing services at the province, city, county or district, sub-district (town and township) and community (administra-tive village) levels. By the end of 2009 there were over 10,000 public employment and human resources service institutions at or above the county or district level nationwide, and 37,000 service centers at the sub-district, town or township level, covering 97% of the country’s sub-districts and 89% of its towns and townships. The government has improved its functions in public employment and human resources service, providing free services such as policy information, release of supply and demand information of the market, information about job vacancies, vocational guidance, employment assistance and entrepre-neurship training, shouldering responsibilities such as employment and unemployment registration and management, and providing such ser-vices as social security management, archive management, examination and certification, and specialized services.
提高人力資源服務(wù)的信息化程度。實(shí)施“金保工程”，初步建立以中央、省、市三級(jí)網(wǎng)絡(luò)為依托，覆蓋全國的統(tǒng)一的勞動(dòng)和社會(huì)保障電子政務(wù)系統(tǒng)。通過發(fā)行社會(huì)保障卡，開通12333專用公益服務(wù)電話號(hào)碼、短信平臺(tái)和建立政府服務(wù)網(wǎng)站等形式，為政策咨詢、信息獲取、業(yè)務(wù)辦理、個(gè)人賬戶查詢等提供便捷的信息化服務(wù)。
深化干部人事制度改革
改革開放以來，中國不斷深化干部人事制度改革，先后頒布《深化干部人事制度改革綱要》和《2010—2020年深化干部人事制度改革規(guī)劃綱要》，針對(duì)黨政機(jī)關(guān)、事業(yè)單位和國有企業(yè)的不同特點(diǎn)實(shí)行分類管理，逐步形成廣納群賢、人盡其才、能上能下、公平公正、充滿活力的干部人事制度。
The government has made human resources service more IT-based. It has carried out the Golden Social Security Project, and set up an e-government system of labor and social security that covers the whole country and is based on networks at three levels: the central govern-ment level, provincial and municipal levels. It provides services such as policy consultation, access to information, handling business-related affairs and personal account checking by issuing social security cards, activating the 12333 public service line and SMS center, and building government service websites.
Deepening the reform of the personnel system for cadres
Since the reform and opening-up policies were introduced in 1978, China has made constant efforts to deepen the reform of the personnel system for cadres. It has successively issued the Guideline on Deepen-ing the Reform of the Personnel System for Cadres and the Outline of the Plan on Deepening the Reform of the Personnel System for Cadres (2010-2020). It has adopted a system of classified management of ca-dres based on different characteristics of Party and government organs, public institutions and state-owned enterprises; and has gradually brought into being a personnel system for cadres that is fair and just, and full of vitality and under which people of ability have suitable posts, are able to display their abilities to the full, and can be promoted or demoted in their positions.
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