本文選題：基層公務(wù)員　切入點：勝任力評價指標(biāo)　出處：《哈爾濱工業(yè)大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：勝任力是區(qū)分高績效者和績效平平者的個體潛在、持久的行為特征。進入21世紀(jì)以來,以工作分析和勝任力要素分析為基礎(chǔ)的各種現(xiàn)代人力資源管理理論在中國的企業(yè)界廣泛傳播,并且得到了很好的實踐。與此同時,國家公務(wù)員作為中國社會的另一個重要群體,其傳統(tǒng)的人事管理方式向現(xiàn)代政府人力資源管理轉(zhuǎn)化還處在艱難的探索過程中,如何把現(xiàn)代人力資源管理理論和實踐應(yīng)用到公務(wù)員隊伍管理當(dāng)中,逐漸成為理論界和政府部門關(guān)注的熱點問題。本研究以麥克利蘭21項通用勝任力詞典為基礎(chǔ),在調(diào)查訪談的基礎(chǔ)上,參考經(jīng)典勝任力管理成果和上海、深圳等先進省市工作實踐,提煉出技能、意識、知識、個性、生理等5個維度26項公務(wù)員通用勝任力要素,并設(shè)計了比較勝任力要素重要度的調(diào)查問卷�；�于調(diào)查問卷的分析結(jié)果,根據(jù)權(quán)變理論和比較分析理論,提出了基層公務(wù)員崗位勝任要素模塊的分析方法。提出了在當(dāng)前基層公務(wù)員管理過程中,對于不同的崗位工作職責(zé)、工作趨勢和重點,應(yīng)構(gòu)建符合崗位實際的勝任要素模塊,為提升勝任力的策略和效果衡量尋找依據(jù)。根據(jù)以上研究,結(jié)合山東省基層公務(wù)員隊伍管理實際,提出基于勝任力管理的基層公務(wù)員勝任力提升策略,從基層公務(wù)員的選用、培訓(xùn)開發(fā)和績效激勵三個角度,探討了基層公務(wù)員勝任力提升的路徑。其中選人環(huán)節(jié)包括基于勝任力分析的人員招錄、人崗匹配的任用機制;育人環(huán)節(jié)包括基于勝任力分析的公務(wù)員職業(yè)生涯規(guī)劃與培訓(xùn)課程設(shè)計;用人環(huán)節(jié)包括基于勝任力分析的績效考核體系設(shè)計與薪酬體系的開發(fā)。本研究應(yīng)用現(xiàn)代人力資源管理理論、結(jié)合基層公務(wù)員勝任力評估背景,將現(xiàn)代人力資源管理理論成果與政府工作實際相結(jié)合,提出了基層公務(wù)員26項勝任力通用要素,設(shè)計了基層公務(wù)員評價指標(biāo)體系并做出考評軟件進行運用。同時,結(jié)合山東省基層公務(wù)員隊伍建設(shè)實際,提出了基層公務(wù)員勝任力提升的方法和路徑。為我國公務(wù)員管理部門對基層公務(wù)員的招錄任用、培訓(xùn)與開發(fā)、績效考核、薪酬制訂和職業(yè)生涯管理等方面提供了有益參考。
[Abstract]:Competence is an individual latent and persistent behavioral trait that distinguishes high performance from poor performance. Since 21th century, Various modern human resource management theories, based on job analysis and competency factor analysis, have been widely spread in the Chinese business community and have been well practiced. At the same time, civil servants are another important group in Chinese society. Its traditional personnel management mode to the modern government human resources management transformation is still in the difficult exploration process, how to apply the modern human resources management theory and the practice to the civil servant troop management, This study is based on McLillan's 21 general competency dictionaries, and on the basis of investigation and interviews, it refers to the classical competency management results and Shanghai. Shenzhen and other advanced provinces and cities to work out the skills, awareness, knowledge, personality, physiology and other five dimensions of 26 civil servants general competency elements, Based on the analysis results of the questionnaire, according to contingency theory and comparative analysis theory, This paper puts forward the analysis method of the competency element module of the post of the grass-roots civil servant, and puts forward that in the current management process of the civil servant at the grass-roots level, for different job duties, working trends and emphases, the competency element module should be constructed in accordance with the actual situation of the post. According to the above research, combined with the actual management of the grass-roots civil servants in Shandong Province, this paper puts forward the competency promotion strategy of the grass-roots civil servants based on competency management, from the selection of grass-roots civil servants. From three angles of training development and performance incentive, this paper probes into the path of improving the competence of grass-roots civil servants. Among them, the selection of candidates includes recruitment based on competency analysis and appointment mechanism of matching people and posts. Education links include civil servant career planning and training course design based on competency analysis; This research applies modern human resource management theory, and combines the background of competency evaluation of civil servants at the grass-roots level, including the design of performance appraisal system based on competency analysis and the development of compensation system. Combining the theoretical achievements of modern human resource management with the practice of government work, this paper puts forward 26 common elements of competency of civil servants at the grass-roots level, designs the evaluation index system of civil servants at the grass-roots level and makes use of the evaluation software. Combined with the actual construction of grass-roots civil servants in Shandong Province, this paper puts forward the methods and ways to enhance the competence of grass-roots civil servants. Salary formulation and career management provide a useful reference.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：D630.3

【相似文獻】

相關(guān)期刊論文 前10條

1 張玲;;一個基層公務(wù)員的自在與自得[J];中國大學(xué)生就業(yè);2005年23期

2 河北省張家口市政研會課題組;;由“催糧納稅”到“服務(wù)群眾”——關(guān)于基層公務(wù)員心態(tài)的調(diào)查[J];政工研究動態(tài);2007年10期

3 王少雄;;對基層公務(wù)員人才流失的探討[J];江西金融職工大學(xué)學(xué)報;2008年S1期

4 王少雄;;基層公務(wù)員流失之痛[J];人力資源;2008年05期

5 賀培育;黃菊;;西方街頭官僚理論與我國基層公務(wù)員的廉政建設(shè)[J];企業(yè)家天地下半月刊(理論版);2008年02期

6 李小蘭;;我國基層公務(wù)員輪訓(xùn)工程芻議[J];延邊黨校學(xué)報;2008年01期

7 衡潔;;加薪的正題與反題——基層公務(wù)員收入實考[J];廉政w�停�

本文編號：1636679