我国政府雇员制实施现状及完善对策研究
发布时间：2018-07-20 17:05
【摘要】：政府雇员制是新公共管理理论指导下政府人事制度改革的重大尝试,是政府人力资源管理理念和政府用人机制上的创新与突破,政府雇员制借鉴了企业用人机制的理念和做法,通过市场化管理运作以及契约式的雇用合同聘用,开创了政府机关引进优秀人才的有效渠道,作为我国地方政府应对政府机关缺乏高新技术人才以及用人机制缺乏弹性等问题而采取的崭新的用人方式。政府机关因薪资待遇较低、用人机制不够灵活等问题,使得政府在吸纳高端人才方面较市场企业有着较明显的弱势,鉴于此,为应对国内外环境对政府公共服务的高要求,各地政府纷纷通过以契约形式招聘、管理、使用专业人才的政府雇员制模式吸纳高素质人才,充实政府工作团队,提高政府行政效率,以应对公共事务需要。自2002年吉林省率先开创我国政府雇员制先河以来,政府雇员制在我国各地大有遍地开花之势。至今政府雇员制在我国已实施了十多年,在全国范围掀起了一轮改革政府部门人事管理制度的风气,其中以吉林、珠海、深圳三地尤具特色,以此形成了三种典型模式。目前政府雇员制在我国还处于探索和试行阶段,在理论研究和实践推行过程中仍存在较多的问题,政府雇员制也未能如预期充分发挥公众所期望的积极效应,出现了缺乏统一充分的法律法规设计,尤其在政府雇员的招聘录用、日常管理、绩效考核等方面缺乏详细具体的规定约束;造成政府财政成本、公平成本、隐性支付成本等行政成本的增加;政府雇员易受官场文化影响受其同化甚至与公务员共同寻租等导致"鲶鱼效应"失效;公务员与雇员关系模糊,职责划分不清等问题。鉴于此,本文通过在分析政府雇员制的理论、典型模式以及合理吸收借鉴发达国家和地区实行政府雇员制的成功经验基础上,研究探讨政府雇员制目前在我国各地方政府中发挥的积极效用、实施状况以及存在问题,并结合我国实际情况提出政府雇员制完善方向和对策:一是要进一步明确政府雇员和公务员在职责、定位等方面的联系和异同,清晰界定政府雇员制的地位;二是要建立包括政府雇员人事争议解决机制、政府雇员福利保障制度、政府雇员制与公务员衔接通道等法律保障体系;三是要加强政府雇员日常管理,有效、合理招聘政府雇员,合理设置政府雇员薪酬,重视政府雇员技术培训和能力开发,加强政府雇员履职监督,通过上述措施以促进政府雇员制充分发挥吸纳人才、活化政府用人机制、提升政府人力资源整体素质的积极作用。本文分为六章:第一章主要介绍本文选题的意义、国内外文献综述及评价、研究思路及方法以及本文的创新与不足;第二章对政府雇员制研究理论基础以及政府雇员制的定义、内涵进行分析;第三章对我国政府雇员制的实施动因以及发展现状予以介绍和评议;第四章介绍了德国、美国、澳大利亚、新加坡以及香港等发达国家(地区)政府雇员制的实施情况,并进行对比分析;第五章通过分析梳理我国政府雇员制实施过程中存在的缺乏统一的法律法规设计、造成政府行政成本增加、预期"鲶鱼效应"的失效以及公务员和政府雇员之间界定不明确等问题;第六章在上述分析研究基础上提出完善我国政府雇员制推行的相关对策建议;第七章结语对政府雇员制未来发展以及政府雇员制对政府人事制度改革的正面效应的思考和分析,试图探索政府人事制度改革方向。
[Abstract]:The government employee system is a major attempt of the reform of the government personnel system under the guidance of the new public management theory. It is the innovation and breakthrough of the government's human resource management concept and the government employment mechanism. The government employee system has drawn on the concept and practice of the enterprise user mechanism, and opened the employment contract through the market management and contract type employment contract. The effective channel of the government agencies to introduce excellent talents is a new way of employing the government organs to deal with the lack of high and new technology talents and the lack of flexibility of the human mechanism. The government is less flexible in salary treatment and the lack of flexible mechanism. In view of this, in view of this, in order to cope with the high demand for public service in the domestic and foreign environment, local governments have recruited, managed, and used the government employee system of professional personnel to absorb high-quality talents, enrich the government work team, improve the administrative efficiency of the government, and respond to the needs of public affairs. Since Jilin province took the lead in opening up the government employee system in China in 2002, the government employee system has flourish everywhere in our country. So far, the government employee system has been implemented for more than 10 years in our country, and has set off a round of reform of the government personnel management system throughout the country, including Jilin, Zhuhai and Shenzhen, which are especially characteristic of three places. There are three typical models. At present, the government employee system is still in the exploration and trial stage. There are still many problems in the process of theoretical research and practice. The government employee system has not been expected to give full play to the positive effect expected by the public, and there is a lack of uniform and sufficient laws and regulations, especially in the government. Staff recruitment, daily management, performance assessment and other aspects of the lack of detailed specific constraints; resulting in the increase of government financial costs, fair costs, recessive payment costs and other administrative costs; government employees are vulnerable to the cultural influence of the official field and even the civil servants to rent the "catfish effect" failure; civil servants and employees. In view of this, based on the analysis of the theory of the government employee system, the typical model and the successful experience of absorbing the successful experience of the government employee system in the developed countries and regions, this paper studies the positive effect, the implementation status and the implementation of the government employee system in the local governments of our country. There are problems, and combine the actual situation of our country to put forward the improvement direction and Countermeasures of government employee system: first, we should further clarify the relationship and similarities and differences between government employees and civil servants in their duties and positions, and clearly define the status of government employee system; two, it is necessary to establish the personnel dispute settlement mechanism of government employees and the welfare guarantee system of the government employees. Degree, the legal guarantee system of the government employee system and the connecting passage of the civil servants. Three, we should strengthen the daily management of the government employees, effectively, rationally recruit government employees, rationally set up the salary of the government employees, attach importance to the technical training and ability development of the government employees, strengthen the supervision of the government employees, and promote the full play of the government employee system through the above measures. This article is divided into six chapters: the first chapter mainly introduces the significance of the topic, the literature review and evaluation at home and abroad, the research ideas and methods, and the innovation and deficiency of this article; the second chapter is the theoretical basis for the study of government employee system and the government employees. The third chapter introduces and reviews the implementation of the government employee system in the developed countries, such as Germany, the United States, Australia, Singapore and Hongkong. The fourth chapter introduces the implementation of the government employee system in Germany, the United States, Australia, Singapore and Hongkong, and carries out a comparative analysis. The fifth chapter analyzes the government through analysis and analysis of our country's administration. The lack of unified laws and regulations in the process of the implementation of the government employee system, resulting in the increase of government administrative costs, the failure of the expected "catfish effect" and the unclear definition between the civil servants and the government employees, and the sixth chapter on the basis of the above analysis and research, put forward some relevant countermeasures and suggestions to improve the implementation of the government employee system in China; seventh The chapter concludes the future development of the government employee system and the positive effect of the government employee system on the reform of the government personnel system, trying to explore the direction of the reform of the government personnel system.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D630.3
[Abstract]:The government employee system is a major attempt of the reform of the government personnel system under the guidance of the new public management theory. It is the innovation and breakthrough of the government's human resource management concept and the government employment mechanism. The government employee system has drawn on the concept and practice of the enterprise user mechanism, and opened the employment contract through the market management and contract type employment contract. The effective channel of the government agencies to introduce excellent talents is a new way of employing the government organs to deal with the lack of high and new technology talents and the lack of flexibility of the human mechanism. The government is less flexible in salary treatment and the lack of flexible mechanism. In view of this, in view of this, in order to cope with the high demand for public service in the domestic and foreign environment, local governments have recruited, managed, and used the government employee system of professional personnel to absorb high-quality talents, enrich the government work team, improve the administrative efficiency of the government, and respond to the needs of public affairs. Since Jilin province took the lead in opening up the government employee system in China in 2002, the government employee system has flourish everywhere in our country. So far, the government employee system has been implemented for more than 10 years in our country, and has set off a round of reform of the government personnel management system throughout the country, including Jilin, Zhuhai and Shenzhen, which are especially characteristic of three places. There are three typical models. At present, the government employee system is still in the exploration and trial stage. There are still many problems in the process of theoretical research and practice. The government employee system has not been expected to give full play to the positive effect expected by the public, and there is a lack of uniform and sufficient laws and regulations, especially in the government. Staff recruitment, daily management, performance assessment and other aspects of the lack of detailed specific constraints; resulting in the increase of government financial costs, fair costs, recessive payment costs and other administrative costs; government employees are vulnerable to the cultural influence of the official field and even the civil servants to rent the "catfish effect" failure; civil servants and employees. In view of this, based on the analysis of the theory of the government employee system, the typical model and the successful experience of absorbing the successful experience of the government employee system in the developed countries and regions, this paper studies the positive effect, the implementation status and the implementation of the government employee system in the local governments of our country. There are problems, and combine the actual situation of our country to put forward the improvement direction and Countermeasures of government employee system: first, we should further clarify the relationship and similarities and differences between government employees and civil servants in their duties and positions, and clearly define the status of government employee system; two, it is necessary to establish the personnel dispute settlement mechanism of government employees and the welfare guarantee system of the government employees. Degree, the legal guarantee system of the government employee system and the connecting passage of the civil servants. Three, we should strengthen the daily management of the government employees, effectively, rationally recruit government employees, rationally set up the salary of the government employees, attach importance to the technical training and ability development of the government employees, strengthen the supervision of the government employees, and promote the full play of the government employee system through the above measures. This article is divided into six chapters: the first chapter mainly introduces the significance of the topic, the literature review and evaluation at home and abroad, the research ideas and methods, and the innovation and deficiency of this article; the second chapter is the theoretical basis for the study of government employee system and the government employees. The third chapter introduces and reviews the implementation of the government employee system in the developed countries, such as Germany, the United States, Australia, Singapore and Hongkong. The fourth chapter introduces the implementation of the government employee system in Germany, the United States, Australia, Singapore and Hongkong, and carries out a comparative analysis. The fifth chapter analyzes the government through analysis and analysis of our country's administration. The lack of unified laws and regulations in the process of the implementation of the government employee system, resulting in the increase of government administrative costs, the failure of the expected "catfish effect" and the unclear definition between the civil servants and the government employees, and the sixth chapter on the basis of the above analysis and research, put forward some relevant countermeasures and suggestions to improve the implementation of the government employee system in China; seventh The chapter concludes the future development of the government employee system and the positive effect of the government employee system on the reform of the government personnel system, trying to explore the direction of the reform of the government personnel system.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D630.3
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