How to establish an information team

In the global competitive environment, a person's sustainable competitive advantage towards a unit or even a country is continuous innovation. The only wealth that can bring sustainable competitiveness is a person with vitality and continuous innovation. At present, the current situation and problem of information technology team construction is heavy workload. In general, the ratio of technicians to the total number of people in the unit is about 1: 50. The scope of work involves at least six categories: first, providing services for dozens of server hosts; second, configuring and maintaining network security equipment; third, operating dozens of application software and system software databases; fourth, managing and maintaining hundreds of computer printers and other office equipment in the whole unit; fifth, operating and maintaining storage and data security; and sixth, operating and maintaining network access and software of outreach units. Several people maintain all kinds of networks, software and equipment in the whole unit, which has a heavy workload and heavy tasks. Second, the management mechanism is not conducive to the development of talents. The system and mechanism environment of administrative organs often make technicians gradually lose their enthusiasm for work. Technical work, especially program development, is more difficult, consumes a lot of energy and time than normal business, and requires long-term input of technicians. However, it is not useless to do more, and technicians often don't get corresponding rewards after completing the research and development tasks. Technical personnel are mostly career establishment, and there is a big gap compared with civil servants in political future, income and treatment. In this case, it is obviously unrealistic for technicians to keep their enthusiasm and enthusiasm for long-term efforts. The power of time and environment will erode the professionalism and enthusiasm of technicians. Third, the quality of technical personnel needs to be improved. Due to geographical restrictions, the material resources and talent resources in underdeveloped areas are relatively limited, and the thinking of talent training is not positive enough, so it is difficult to attract information technology talents with lofty ideals. In today's material society, technicians lack enterprising spirit and ambition, and their values and outlook on life need multiple guidance; The graduates trained by the educational mechanism in colleges and universities are often generalists with few specialties and weak professional knowledge base. They don't have the corresponding ability to analyze and solve problems, so they need a mentor mechanism to train them. Fourth, the lack of innovative ideas. Information technology work is difficult, knowledge is updated quickly, experience accumulation is weakened and work intensity is high. Always innovate according to business innovation. Fifth, there are many contradictions in practical work. The complicated work and the defects of administrative system and mechanism lead to various contradictions and helplessness in the construction of information technology personnel: the contradiction between the increase of information processing ability and the lack of basic technical personnel; The contradiction between the rapid development of information technology and the slow update of technical personnel's knowledge system; The contradiction between insufficient communication and poor connection between technical links and business links; The contradiction between leaders attaching importance to business and ignoring information technology; The contradiction between the lack of R&D motivation of technicians and the increase of business demand; There are still problems such as unresolved staffing problems and low income, which lead to their lack of initiative, professionalism and sense of responsibility. (1) Vigorously introduce high-level technical talents and keep the entrance closed. It is relatively reasonable to vigorously introduce information technology talents, so that the ratio of technicians to cadres will reach about 1: 25. In view of the characteristics of high technical requirements, great difficulty and strong professionalism, the person in charge of the information center should be given certain personnel rights to participate in the recruitment of personnel departments, so that he has the right to choose competent and professional people to organize the team he wants. The personnel department can recruit technical posts such as network security management, database management and development, system analysis and design as needed. To take the corresponding professional knowledge examination for the hired personnel, it is required to have relevant qualification certificates such as network security certificate, system analyst certificate and database administrator certificate. At the same time, we should put the ideological quality of recruiters in an important position to measure and interview, be hardworking, innovative and diligent, and not take material as the only realm; Good team awareness and communication skills, good operational skills, strong innovative thinking and certain writing skills are required. And do a good job in these links and really introduce talents who can do things. (2) Leaders should attach importance to information work, establish a talent pool and formulate scientific job responsibilities. Leadership attention is the key. Leaders should attach importance to information work and technical personnel in various occasions and systems. With the leadership's guiding role of attaching importance to talents, all cadres can respect talents, and talents can truly be willing to do things and want to do things from the heart. Information talent pool should be established. Register and count the project achievements completed by information technology personnel every year; Take the initiative to contact the higher authorities and the information technology association of this Municipality to participate in the research and development of large-scale projects; Based on this level and guiding subordinates to carry out informatization construction, guiding, coordinating and evaluating informatization work of grass-roots units; Improve the credibility of the information department in the unit and establish the authority of the information technology team. The establishment of talent pool has also improved the overall business talent reserve and informatization level from a long-term perspective. It is necessary to set up scientific and reasonable posts, and clarify post responsibilities and necessary abilities and qualifications. For example, when facing various business requirements, system requirements analysis designers must be good at in-depth discussion with business experts, deeply understand the innovation of business requirements, give full play to the ability of information technology to develop business, and make a bridge between actual business requirements and future software systems. Therefore, demand analysts should not only have superb system analysis and design capabilities, but also have full and comprehensive business knowledge. System administrators need more experience accumulation, so such technicians must be relatively fixed and undergo in-depth training, which is related to the stable operation ability of departmental software and the rapid recovery ability after accidents. Database administrators need to have strong knowledge of database systems, be able to manage and maintain databases, be proficient in the logical association, table structure and data flow of databases, be able to design coding dictionaries and data flows, and be able to develop and design appropriate programs based on databases. Network security administrators should master the theoretical knowledge and logical relationship between network structure and network security. In the face of problems, through self-study and a little guidance from professional companies, we should have the comprehensive ability to analyze problems, find reasons and solve problems, improve network and security strategies, optimize and upgrade network structure, and plan network security structure and equipment. (C) to develop a feasible incentive mechanism, appropriate reference to the management model of IT enterprises. In order to explore the professional ability and give full play to the role of talents, we can learn from the advantages of enterprise management and encourage technicians to specialize in a certain information technology project according to their own characteristics, so as to create a good atmosphere of forging ahead and striving for the first place. Pass the qualification examinations of system analyst, software engineer, network certification, registered tax agent, etc. , which is not only a charge for personal expertise, but also a promotion for the development of the entire information technology team. Second, adopt the method of combining material encouragement with spiritual encouragement, establish an effective incentive mechanism and a special fund, link the projects completed by technicians with their income, provide growth space for information technology personnel, and form a mechanism for cultivating and attaching importance to talents. Promote the sense of belonging of talents and stimulate their potential. Third, the informatization work will be detailed and quantified, and will be assessed at the end of the year. Give excellent people opportunities for further studies, give priority to further studies, let responsible and capable information technology talents stand out, give full play to their talents, and provide a fair and just competitive environment for the growth and development of the information technology team. (4) Improve and implement the training mechanism. Experts' teaching, training and examination, follow-up R&D and maintenance, group study and discussion, paper review, training talents according to project requirements, and further study in colleges and universities can be adopted, and a system of continuous implementation of these methods can be formed to implement matching funds and bonuses, thus forming a benign cultural mechanism for government personnel. (Author: Information Center of Finance and Taxation Bureau of Chun 'an County, Zhejiang Province)