英国公务员选录制度及其业务流程外包研究
发布时间：2018-08-03 06:51
【摘要】：英国是现代意义上的公务员最早出现的国家,其公务员的改革导向,指引着整个现代国家的公务员发展潮流。1979年撒切尔夫人上台以后,开始在英国公共服务部门实行民营化,英国公务员的选录制度也随之进行了改革。自二十世纪九十年代以来,在新公共管理运动逐步成为世界各国政府的主流之时,英国开始在公务员选录上采取部分业务流程外包的措施。布莱尔政府执政时期,英国公务员委员会颁布了对于所有公务员用人部门都有约束力的《公务员录用法》(2006),根据该法律,各个职级的公务员除了特例情况之外都要遵循公平、公正、公开原则来进行公务员选录。2010年卡梅伦政府继续推行英国公务员改革,在公务员的录用方面继续推崇选录形式多样化,这些改革一方面是为了维护公务员的公平、公正以及效率的形象,另一方面是为了节省政府开支,以最好最快最节省的方式,选出英国最合适的公务员。英国公务员的选录并不是像我国一样,全国或者全省组织统一考试,而是根据公务员部门的职位空缺自行组织考试。这些选录工作是在英国公务员的监管之下进行的。横向上看,英国公务员选录分为高级公务员选录和一般公务员选录,另外还有近几年开始盛行的快速晋升选录和一般公务员晋升选录。从纵向上看,英国公务员选录除了笔试、机试、面试等常规选录测试之外,还有心理学家面谈、电子录用项目、360度反馈的应用等其他测试项目。而这些选录项目中很多由于其专业性较强以及费时费力等原因,都外包给了英国测评的民营机构。这种外包一方面为英国公务员部门减少对非核心业务的投入而提高英国公务员办事效率,另一方面也为维护英国公务员选录的公平增加了一层保障。总的来说,英国公务员选录改革的特点不仅体现为坚持英国公务员选录的核心原则,即公平公正公开,而且体现为坚持选录的决策、执行监督三权分立,更是体现为引入第三方——即业务流程外包商来进行选录。本文试图从这几个方面出发,来探讨英国公务员选录改革的趋势与特点。对于我国来说,政府的业务流程外包,主要集中在后勤管理、呼叫中心管理领域。而对于公务员领域的业务流程外包,目前国内关注的还不够。研究英国公务员选录业务流程外包,并试图学习其引入第三方来进行公务员选录以此来推动我国公务员选录的进步与完善,对于我国公务员录用的改革有着较大的借鉴意义。
[Abstract]:Britain is the earliest country where civil servants appeared in the modern sense. The reform direction of its civil servants guided the development trend of civil servants in the whole modern country. After Thatcher came to power in 1979, she began to privatize the British public service. The selection system of British civil servants has also been reformed. Since the 1990s, when the New Public Management Movement has gradually become the mainstream of governments all over the world, Britain has begun to take some measures of business process outsourcing in the selection of civil servants. During the Blair administration, the British Civil Service Commission promulgated the Civil Service Employment Act (2006), which is binding on all civil servants. According to the law, civil servants at all levels must observe fairness except in exceptional circumstances. In 2010, the Cameron government continued to promote the British civil service reform, and continued to promote the diversity of the recruitment of civil servants. These reforms, on the one hand, aimed at safeguarding the fairness of the civil service, The image of fairness and efficiency, on the other hand, aims to save government expenditure and to select the most suitable civil servants in the best, fastest and most economical manner. The selection of British civil servants is not like our country, the national or provincial organization of unified examinations, but according to the vacancies in the civil service to organize their own examinations. The selection was carried out under the supervision of British civil servants. Horizontally, the selection of British civil servants is divided into senior civil servants and ordinary civil servants, in addition to the popularity of recent years of rapid promotion and promotion of ordinary civil servants. Vertically, in addition to written tests, machine tests, interviews and so on, there are other test items, such as psychologist interviews, applications of 360-degree feedback for electronic recruitment projects, and so on. Many of these programs have been outsourced to private institutions in the UK because of their professional and time-consuming nature. This outsourcing not only increases the efficiency of the British civil service by reducing its investment in non-core business, but also adds a layer of protection to the fairness of the selection of British civil servants. In general, the characteristics of the British civil service selection reform are embodied not only in upholding the core principles of British civil servant selection, that is, fairness, fairness and openness, but also in adhering to the decision-making of the selection of civil servants and the separation of powers in the implementation and supervision of the three powers. Is reflected in the introduction of third parties-that is, business process outsourcing to select. This paper attempts to explore the trends and characteristics of the reform of civil service selection from these aspects. For our country, government business process outsourcing mainly focuses on logistics management and call center management. For the civil service field of business process outsourcing, the current domestic concern is not enough. The study of British civil servant selection business process outsourcing, and try to learn from the introduction of third parties to the civil service selection to promote the progress and improvement of our civil servants, for our civil service recruitment reform has a greater reference significance.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D756.1
[Abstract]:Britain is the earliest country where civil servants appeared in the modern sense. The reform direction of its civil servants guided the development trend of civil servants in the whole modern country. After Thatcher came to power in 1979, she began to privatize the British public service. The selection system of British civil servants has also been reformed. Since the 1990s, when the New Public Management Movement has gradually become the mainstream of governments all over the world, Britain has begun to take some measures of business process outsourcing in the selection of civil servants. During the Blair administration, the British Civil Service Commission promulgated the Civil Service Employment Act (2006), which is binding on all civil servants. According to the law, civil servants at all levels must observe fairness except in exceptional circumstances. In 2010, the Cameron government continued to promote the British civil service reform, and continued to promote the diversity of the recruitment of civil servants. These reforms, on the one hand, aimed at safeguarding the fairness of the civil service, The image of fairness and efficiency, on the other hand, aims to save government expenditure and to select the most suitable civil servants in the best, fastest and most economical manner. The selection of British civil servants is not like our country, the national or provincial organization of unified examinations, but according to the vacancies in the civil service to organize their own examinations. The selection was carried out under the supervision of British civil servants. Horizontally, the selection of British civil servants is divided into senior civil servants and ordinary civil servants, in addition to the popularity of recent years of rapid promotion and promotion of ordinary civil servants. Vertically, in addition to written tests, machine tests, interviews and so on, there are other test items, such as psychologist interviews, applications of 360-degree feedback for electronic recruitment projects, and so on. Many of these programs have been outsourced to private institutions in the UK because of their professional and time-consuming nature. This outsourcing not only increases the efficiency of the British civil service by reducing its investment in non-core business, but also adds a layer of protection to the fairness of the selection of British civil servants. In general, the characteristics of the British civil service selection reform are embodied not only in upholding the core principles of British civil servant selection, that is, fairness, fairness and openness, but also in adhering to the decision-making of the selection of civil servants and the separation of powers in the implementation and supervision of the three powers. Is reflected in the introduction of third parties-that is, business process outsourcing to select. This paper attempts to explore the trends and characteristics of the reform of civil service selection from these aspects. For our country, government business process outsourcing mainly focuses on logistics management and call center management. For the civil service field of business process outsourcing, the current domestic concern is not enough. The study of British civil servant selection business process outsourcing, and try to learn from the introduction of third parties to the civil service selection to promote the progress and improvement of our civil servants, for our civil service recruitment reform has a greater reference significance.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D756.1
【相似文献】
相关期刊论文 前10条
1 毛世青,傅跃金;推行量化考核增强公务员管理的科学性[J];中国公务员;2000年02期
2 徐生教;公务员管理在政府秘书长工作中的实践效果[J];中国公务员;2000年06期
3 力治,仁宣;借鉴国外经验 推动制度完善——二十一世纪公务员管理国际研讨会综述[J];中国公务员;2000年12期
4 赵庆梅;法国公务员的职业生涯制度[J];国际人才交流;2000年08期
5 王静兰;国家公务员管理及其制度[J];内蒙古宣传;2000年04期
6 崔凡,洪洋,王剑;按“三个代表”要求 建设高素质公务员队伍[J];人才w，
本文编号：2160896
本文链接：https://www.wllwen.com/guanlilunwen/gonggongguanlilunwen/2160896.html
