杭州市基層警務(wù)人員激勵(lì)問(wèn)題研究
發(fā)布時(shí)間：2014-09-01 08:36
摘 要
進(jìn)入21世紀(jì)，影響一個(gè)組織運(yùn)轉(zhuǎn)和發(fā)展的，關(guān)鍵因素已經(jīng)不再是資源、技術(shù)、管理等，而是掌握核心技術(shù)和知識(shí)的人才。只有充分調(diào)動(dòng)組織人員的工作積極性和主動(dòng)性，鼓勵(lì)他們自覺(jué)地、主動(dòng)的開(kāi)展工作，才能更好地推動(dòng)組織向前發(fā)展。
近年來(lái)，隨著杭州市經(jīng)濟(jì)社會(huì)的不斷發(fā)展，黨務(wù)工作、政府管理、服務(wù)民生等，都有了長(zhǎng)足的進(jìn)度。特別是在公安系統(tǒng)，非常注重提高辦事效率和服務(wù)水平。公安系統(tǒng)的領(lǐng)導(dǎo)者也在嘗試采取一些有效措施，激發(fā)工作人員的工作熱情和積極性，但是，目前仍然沒(méi)有形成一套完整的激勵(lì)機(jī)制和體系。在這種背景下，本文選擇杭州市基層派出所為例，研究工作人員激勵(lì)方面存在的問(wèn)題，設(shè)計(jì)一套完整的激勵(lì)機(jī)制，是十分必要的。論文在充分分析國(guó)內(nèi)外研究現(xiàn)狀、相關(guān)基礎(chǔ)理論的前提下，重點(diǎn)分析了杭州市基層派出所人員激勵(lì)現(xiàn)狀及問(wèn)題，在現(xiàn)狀分析方面，研究了杭州市基層派出所人員現(xiàn)狀、激勵(lì)做法等，在問(wèn)題分析方面，結(jié)合問(wèn)卷調(diào)查重點(diǎn)剖析了六個(gè)方面的問(wèn)題，即激勵(lì)目標(biāo)導(dǎo)向不正確、激勵(lì)方法措施不到位、物質(zhì)激勵(lì)的效果不理想、個(gè)人成長(zhǎng)激勵(lì)缺失、榮譽(yù)激勵(lì)效果欠佳、安全激勵(lì)有待強(qiáng)化。同時(shí)，深入研究了國(guó)外和國(guó)內(nèi)基層警務(wù)人員激勵(lì)方面的經(jīng)驗(yàn)做法，國(guó)外主要分析了美國(guó)、法國(guó)、日本的基層警務(wù)人員激勵(lì)做法，國(guó)內(nèi)主要分析了北京、天津等地和香港地區(qū)的警務(wù)人員激勵(lì)做法。最后，本文重點(diǎn)對(duì)杭州市基層派出所人員激勵(lì)體系內(nèi)容進(jìn)行了設(shè)計(jì)，提出了派出所人員激勵(lì)的總體思路，并從激勵(lì)目標(biāo)、崗位分析、人員需求、激勵(lì)內(nèi)容以及保障措施等五個(gè)方面進(jìn)行了分析。
本文的創(chuàng)新之處在于專門針對(duì)杭州市基層派出所設(shè)計(jì)了一套警務(wù)人員激勵(lì)體系，在許多激勵(lì)措施方面，都有所創(chuàng)新。論文的不足之處在于基礎(chǔ)理論掌握不夠深入，對(duì)于許多問(wèn)題的分析還不夠透徹，需要進(jìn)一步完善和改進(jìn)。
ABSTRACT
In the 21st century, the key factor affecting an organization’s operation and development is no longer the resources, the technology and the management, but the talents who master the core technology and knowledge. Only to fully mobilize the enthusiasm and initiative of the organization members, and encourage them to carry out the work consciously and actively, it could promote the organization forward.
In recent years, with the continuous economic and social development in Hangzhou City, the party affairs, the government management and the people's livelihood services all have made considerable progress, especially in the public security system which put great emphasis to improve the efficiency and service levels. The leaders of the public security system are also trying to take some effective measures to stimulate the enthusiasm and initiative of the public security officers. However, it is still not formed a complete set of incentive mechanisms and systems. In this context, this paper takes the police stations of Hangzhou City for example, analyzes the problems in the motivation of the public security officers, and designs a complete set of incentive system, which is very necessary.Under the premise of fully analyzing the research status at home and abroad, and the related basic theories, this paper focuses on the analysis of the public security officers’ incentive status and problems of the local police stations in Hangzhou City. About the present situation analysis, this part analyzes the personnel present situation and the incentive measures; about the problems analysis, combined with the questionnaires, it focuses on seven aspects of the problems namely that the incentive idea is lagging, incentive objects are not breakdown, the Incentive contents are imperfect, the material incentives are not effective, the personal growth incentives are lacking, the honor incentive effect is not ideal, and the safety incentive is to be strengthened. Meanwhile, this paper deeply studies the foreign and domestic experience and practice on the incentives of the grass-roots public security officers, mainly analyzes the abroad incentive measures in the United States, France and Japan, and the domestic incentive measures in the Beijing and Tianjin and Hong Kong. Finally, this paper focuses on the design of the incentive system of the public security officers in Hangzhou local police stations, puts forwards the general idea for the grass-roots public security officers’ motivation, and analyzes from the incentive goals, the position analysis, the worker requirements, the incentive content and the safeguard measures.
The innovation of this paper is to specifically design a set of public security officers’ incentive system for the local police stations in Hangzhou City, and takes some creative incentive measures in many aspects. The inadequacy is that the grasp of the basic theories is not deep enough, and analysis on some problems is not thorough enough, which need to be further refined and improved.
目 錄
一、 緒論 1（一）研究背景與意義 1
（二）研究方法 2
（三）研究現(xiàn)狀 3
（四）研究框架 7
二、基礎(chǔ)理論分析 9
（一）相關(guān)概念界定 9
（二）相關(guān)激勵(lì)理論 10
三、杭州市基層派出所人員激勵(lì)現(xiàn)狀及問(wèn)題 16
（一）杭州市基層派出所人員激勵(lì)現(xiàn)狀 16
（二）杭州市基層派出所人員激勵(lì)存在的問(wèn)題 19
四、國(guó)內(nèi)外基層警務(wù)人員激勵(lì)經(jīng)驗(yàn)借鑒 33
（一）國(guó)外基層警務(wù)人員激勵(lì)措施 33
（二）國(guó)內(nèi)基層派出所人員激勵(lì)做法 36
五、杭州市基層派出所人員激勵(lì)機(jī)制設(shè)計(jì) 39
（一）杭州市基層派出所人員激勵(lì)機(jī)制設(shè)計(jì)思路 39
（二）杭州市基層派出所人員激勵(lì)目標(biāo) 40
（三）杭州市基層派出所人員需求 41
（四）杭州市基層派出所崗位分析 41
（五）杭州市基層派出所人員激勵(lì)機(jī)制內(nèi)容 42
（六）杭州市基層派出所人員激勵(lì)機(jī)制實(shí)施保障措施 47
結(jié)束語(yǔ) 50
附錄 調(diào)查問(wèn)卷 51
參考文獻(xiàn) 54
致 謝 56
一、緒論
（一）研究背景與意義
進(jìn)入21世紀(jì)，影響一個(gè)組織運(yùn)轉(zhuǎn)和發(fā)展的關(guān)鍵因素，已經(jīng)不再是資源、技術(shù)、管理等，而是掌握核心技術(shù)和知識(shí)的人才。只有充分調(diào)動(dòng)組織人員的工作積極性和主動(dòng)性，鼓勵(lì)他們自覺(jué)地、主動(dòng)的開(kāi)展工作，才能更好地推動(dòng)組織向前發(fā)展。
從我國(guó)的國(guó)情來(lái)看，公安系統(tǒng)是一個(gè)非常特殊的組織，公安人員也是非常特殊的群體。特別是對(duì)于基層派出所工作人員來(lái)講，一方面，他們承擔(dān)著重大的維護(hù)社會(huì)穩(wěn)定任務(wù)，承擔(dān)著轄區(qū)治安管理工作，承擔(dān)著戶籍管理、流動(dòng)人口管理以及其他大量事務(wù)性的工作；另一方面，由于激勵(lì)機(jī)制不健全，機(jī)制措施不到位，導(dǎo)致一些基層派出所工作人員積極性不高。在這種背景下，基層派出所人員很容易出現(xiàn)消極懈怠的問(wèn)題，如何采取有效措施，激勵(lì)基層派出所人員提高工作積極性和主動(dòng)性，成為亟待研究解決的重大課題。
杭州市是浙江省的省會(huì)，近年來(lái)，隨著經(jīng)濟(jì)社會(huì)的不斷發(fā)展，黨務(wù)工作、政府管理、服務(wù)民生等，都有了長(zhǎng)足的進(jìn)度。特別是在公安系統(tǒng)，非常注重提高辦事效率和服務(wù)水平。公安系統(tǒng)的領(lǐng)導(dǎo)者也在嘗試采取一些有效措施，激發(fā)工作人員的工作熱情和積極性，但是，目前仍然沒(méi)有形成一套完整的激勵(lì)機(jī)制和體系。在這種背景下，本文選擇杭州市基層派出所這個(gè)特殊的群體，研究派出所工作人員激勵(lì)方面存在的問(wèn)題，并結(jié)合工作實(shí)際，對(duì)建立健全激勵(lì)機(jī)制問(wèn)題進(jìn)行較為系統(tǒng)深入的研究。
參考文獻(xiàn)
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[4] 侯貴松. 知識(shí)管理與創(chuàng)新[M]. 北京：中國(guó)紡織出版社，2002.
[5] 蔣碩亮. 中國(guó)公務(wù)員復(fù)合利益均衡激勵(lì)論[M]. 北京：北京大學(xué)出版社，2008.
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