玉溪市统计系统基层公务员激励机制问题研究

发布时间：2018-03-06 11:12

本文选题：基层公务员　切入点：激励机制　出处：《云南大学》2015年硕士论文　论文类型：学位论文

【摘要】：在知识经济主导,信息密集丰富、社会发展迅速、人才竞争激烈的21世纪,人力资源已然成为社会发展的首要资源和经济建设的前提条件。激励是人力资源管理的重要内容,公务员是政府行政管理的主体核心部分。“为政之要,惟在得人”,在推进公共管理制度建设的过程中,建立科学、合理、有效的公务员激励机制,有利于调动公务员的工作积极性、主动性和创造性,提升公务员素质,促进公务员队伍建设。运用各种激励因素来充分发挥政府部门公务员的工作潜能,是政府部门健康有序发展的关键所在,是发挥公务员工作效益的动力源泉,是决定组织竞争力的关键因素,是政府部门健康有序发展的根本保证,是人力资源管理的重要内容。随着我国市场经济的发展和政府改革的深化,传统的公务员激励机制难以适应当前政府部门人力资源管理的需要,影响政府目标的完成和预期效果的实现。这就亟需优化现有的公务员激励机制,创建具有可操作性的政府人力资源管理系统,建立高素质、高水平、高效率的公务员队伍。由于人力资源管理理论的发展和政府部门工作经验的总结,如何利用各种激励因素来促进公务员高效率的完成工作目标,已成为学者讨论的重点和政府工作的重心。本文主要分为五个部分：第一部分绪论,主要介绍选题背景和研究意义,研究内容和方法,国内外研究成果。第二部分重点阐述了基层公务员激励机制研究的核心概念,以及激励的类型和人性分析假设。第三部分描述了公务员激励机制的历史沿革,介绍了统计系统的基本情况,研究了玉溪市统计系统基层公务员现行的激励机制。第四部分采用问卷调查和访谈的形式,通过分析调查结果,总结玉溪市统计系统现行激励机制存在的问题,归纳导致问题产生的原因。第五部分借鉴西方国家公务员激励机制的经验,根据玉溪市统计系统基层公务员激励机制应该遵循的原则,提出优化玉溪市统计系统激励机制的对策建议。最后在结束语中对本文进行了简要的综述。
[Abstract]:In the knowledge economy, information intensive society develops rapidly, in twenty-first Century, talent competition, human resources has become the essential premise of resources and economic construction and social development. The incentive mechanism is an important content of human resource management, the civil service is the main part of the government administration. "For government, but in a person" in the course of promoting the construction of public management system, establish a scientific, reasonable and effective incentive mechanism of civil servants, to arouse the working enthusiasm of civil servants, initiative and creativity, to improve the quality of civil servants, to promote the construction of civil servants. Using various incentives to give full play to the government departments of civil servants working potential, is the key to the government the Department of health and orderly development, is a source of power for civil servants to play efficiency, is the key factor to determine the competitiveness of the organization, is healthy and orderly government departments The fundamental guarantee for development, is an important part of human resource management. With the deepening of China's market economy development and government reform, the traditional civil service incentive mechanism is difficult to adapt to the current human resources management of government departments, to achieve the goals of the government affect the completion and the expected effect. It is urgent to optimize the existing incentive mechanism of civil servants, create with the government human resources management system, the operation of the establishment of high-quality, high level, high efficient civil service. Due to the work experience of the development of the theory of human resource management and government departments summary, how to use various incentives to promote the civil servants to efficiently complete the work target, has become the focus of the focus and the work of the government. This paper discussed the scholars mainly divided into five parts: the first part is the introduction, mainly introduces the research background and significance, research contents and methods, domestic Research results. The second part focuses on the core concept of grass-roots civil servants incentive mechanism, and incentive type and analysis of human nature hypothesis. The third part describes the historical evolution of the civil service incentive mechanism, this paper introduces the basic situation of the statistical system, studies the Yuxi Municipal Statistics System of grass-roots civil servants incentive mechanism the fourth part of the questionnaire survey. And the interview form, through the analysis of survey results, summarized the existing incentive mechanism of Yuxi city statistics system, summed up the reasons. The fifth part of the incentive mechanism of civil servants from western countries experience, according to the statistics of Yuxi city should follow the system of grass-roots civil servants incentive mechanism principle, put forward countermeasures and suggestions of incentive mechanism optimization of Yuxi city statistics system. A brief review of the last part of this paper in the end.

【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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