论检察机关侦查员的激励机制

发布时间：2018-03-24 05:34

本文选题：检察机关　切入点：侦查员　出处：《西南政法大学》2012年硕士论文

【摘要】：检察机关的侦查员，主要集中在反贪局和反渎局两个部门。他们的工作环境并不舒服，蹲点、抓捕、外调、审讯、写材料，这些都是他们的日常工作。加班加点，没有双休日对于他们来说更是平常，甚至工作中经常出现人生危险。但是，社会对他们的关注都集中在抓了哪些人，为国家挽回了多少损失，却极少有人关注检察机关的侦查员是否需要激励。作为检察机关本身，受制于观念、财政和编制等因素的制约，也难以顾及侦查员的激励需求。长此以往，人员流失严重，侦查员不再全身心地投入到案件办理中，，工作中避重就轻，得过且过，直接影响到反腐倡廉的效果。在这种情况下，我们必须要在检察机关内为侦查员建立一套完善的激励机制，侦查员是最需要激励的。本文先是从现代人力资源管理理论的角度提出了检察机关侦查员激励机制的概念，同时也分析了建立检察机关侦查员激励机制的必要性，为后面的论述建立了基础。然后从自身工作环境的实际情况出发，分析了检察机关侦查员激励机制的现状。现状归纳成一句话就是现有的激励机制已经不能达到激励的效果，连中国人一直引以为荣的精神激励也流于形式，已经事实上影响到侦查员的工作积极性和案件的办理效果了。第三步，开始分析造成检察机关侦查员激励机制现状的各种原因，主要集中在自身观念没有更新、财政得不到保障和缺乏人事编制。这三个方面成为制约激励机制实现的最重要原因，也是全国检察机关面临的普遍问题。第四步，结合前面分析的制约因素以及检察机关当前的实际情况，提出针对性的解决方法。更新观念是重要的前提，关键是要结合现代人力资源管理理念更新对侦查员激励机制的认识。在这个前提下，最理想的结果是争取到财政和人事编制资源的前提下科学地建立一套完善的激励机制。即使争取不到财政和人事编制的资源，也要结合各检察机关的实际情况，制定出力所能及的激励机制，有机制总比没有机制好。机制制定完成后，除了要认真实施外，还要根据实际情况不断地总结和更新激励机制，以保证机制的长久有效。检察机关的侦查员，不是办案机器，他们也是现代人力资源管理体系中的其中一员，他们是需要激励的。为了更好地实现检察机关的法律监督功能，为了广大人民群众的切身利益，我们需要激励。
[Abstract]:The investigators of the procuratorial organs are mainly concentrated in the two departments of the Anti-Corruption Bureau and the Anti-blasphemy Bureau. Their working environment is not comfortable. They work in an uncomfortable working environment, such as squatting, arresting, transferring, interrogating and writing materials. These are all their daily work. Overtime. It's even more common for them not to have a weekend, or even to have a life in danger at work. But society's focus on them is on who's been caught and how much damage has been saved for the country. However, very few people pay attention to the need for incentives for investigators in procuratorial organs. As procuratorial organs themselves, they are constrained by factors such as concept, finance and establishment, and it is difficult to take into account the incentive needs of investigators. In the long run, the loss of personnel is serious. Investigators are no longer fully involved in the handling of cases. In their work, they avoid the important ones and muddle along, which directly affects the effectiveness of the fight against corruption and clean government. In this case, We must set up a set of perfect incentive mechanism for the investigator in the procuratorial organ. This paper first puts forward the concept of incentive mechanism for investigators in procuratorial organs from the perspective of modern human resource management theory, and also analyzes the necessity of establishing incentive mechanism for investigators in procuratorial organs. It establishes the foundation for the following argumentation.Then proceeding from the actual situation of its own working environment, it analyzes the present situation of the incentive mechanism for investigators in procuratorial organs. The present situation is summed up into a sentence: the existing incentive mechanism can no longer achieve the effect of incentive. Even the spiritual incentives that the Chinese have been proud of have become mere formality, which has in fact affected investigators' enthusiasm for work and the effectiveness of handling cases. The third step is to begin to analyze the reasons for the present situation of the incentive mechanism for investigators in procuratorial organs, mainly focusing on the lack of renewal of their own concepts. These three aspects have become the most important reason for restricting the realization of incentive mechanism and are also the common problems faced by the national procuratorial organs. The fourth step, combined with the constraints previously analyzed and the current actual situation of the procuratorial organs, puts forward targeted solutions. Updating the concept is an important prerequisite. The key is to update our understanding of the investigator's incentive mechanism in the light of modern human resource management concepts. The ideal result would be to scientifically establish a sound incentive mechanism on the premise of securing financial and staffing resources. Even if the financial and staffing resources are not available, they should also take into account the actual situation of the various procuratorial organs, It is better to have a mechanism than to have one. After the establishment of the mechanism, we should not only implement it seriously, but also continuously sum up and update the incentive mechanism according to the actual situation, so as to ensure the long-term effectiveness of the mechanism. The investigators of the procuratorial organs are not case-handling machines. They are also members of the modern human resources management system. They need to be encouraged. In order to better realize the legal supervision function of the procuratorial organs, For the sake of the vital interests of the broad masses of the people, we need encouragement.
【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：D926.3

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