政府决策咨询机构的人才储备功能研究

发布时间：2018-03-21 01:14

本文选题：政府决策咨询机构　切入点：功能　出处：《华中师范大学》2015年硕士论文　论文类型：学位论文

【摘要】：政府决策咨询机构是一个极具中国特色的学术名词,用来泛指那些以提供政策思想和决策建议来辅助政府部门决策的组织和机构。转型期的中国社会社会治理主体比较单一,公共决策公民参与度低,公共决策咨询缺乏体制机制的有效保障,公共决策失误率高。建设具有中国特色的政府决策咨询机构已经成为我国进一步深化政治体制改革进程中一项绕不开的关键议题。作为智力的产出场所,政府决策咨询机构政策咨询功能的有效发挥离不开其组织结构的优化与人员结构的合理配置,人才是政府决策咨询机构保持的组织生命力的根本,既是政府决策咨询机构得以生存的坚实堡垒,又是其施展社会影响力的主要手段。探究政府决策咨询机构人才储备功能的内涵与运作机理对于其组织功能的完善与组织机构的健康发展具有重要的理论与实践意义。本文侧重于功能研究,将理论分析与实证研究相结合,借鉴国内外相关理论与实践经验,展开实证研究,具体分析政府决策咨询机构在塑造与发挥人才储备功能过程中的现状与存在问题,并通过借鉴美国政策咨询机构的运行经验,归纳优化政府决策咨询机构人才储备功能的合理化途径。本文包括以下五个部分:文章的第一部分界定了政府决策咨询机构、人才储备以及政府决策咨询机构的人才储备功能的定义,将组织生态理论、人力资本理论与联合库存理论引入本研究,阐述与搭建本文的理论框架。第二部分以实证分析的方式窥探政府决策咨询机构人才储备功能的运作现状与存在的问题,从吸纳人才、培育人才、人才推介等方面探索政府决策咨询机构发挥人才储备功能的方式与路径,并结合案例来挖掘政府决策咨询机构在塑造与发挥人才储备功能过程中存在的问题。第三部分聚焦政府决策咨询机构实现人才储备功能的影响因素,分析指出阻碍政府决策咨询机构人才储备功能发挥的因素有:政治体制因素、教育与学科因素、社会文化因素以及政府决策咨询机构自身的因素。第四部分重点介绍美国政策咨询机构在实现人才储备功能过程中的种种经验做法,通过系统分析美国政策咨询机构的人才选用渠道、人才培育体系和人才"旋转门"机制,得出人才储备功能的有效发挥作用离不开完善的运作机制、人才管理机制和市场化的运作模式,通过借鉴国外政策决策咨询机构的发展经验来指导中国的实践。第五部分是对策探讨,以政府决策咨询机构发挥人才储备功能过程中出现的问题为导向,大胆借鉴国外经验,从行政生态环境的改善、人才准入机制、储备人才的培育机制、建立社会化的人员流动体系、整合政策咨询人才储备网络等方面来探索完善政府决策咨询机构人才储备功能的路径与方法。
[Abstract]:The government decision consulting organization is an academic term with Chinese characteristics. It is used to refer to those organizations and institutions that support government decision-making by providing policy ideas and decision advice. The social governance subject of Chinese society in the transition period is relatively single. The participation of citizens in public decision-making is low, and public decision-making consultation lacks the effective guarantee of institutional mechanism. The construction of government decision-making advisory bodies with Chinese characteristics has become an inextricable key issue in the process of further deepening the reform of the political system in China. The effective exertion of the policy advisory function of the government decision-making consulting organization is inseparable from the optimization of its organizational structure and the rational allocation of its personnel structure. Talent is the root of the organizational vitality maintained by the government's decision-making consulting organ. As a solid bulwark for the survival of government decision-making advisory bodies, It is also the main means of exerting social influence. It has important theory and practice to probe into the connotation and operation mechanism of the talent reserve function of government decision consulting organization for the perfection of organization function and the healthy development of organization organization. Significance. This paper focuses on functional research, This paper combines theoretical analysis with empirical research, draws lessons from relevant theories and practical experiences at home and abroad to carry out empirical research, and concretely analyzes the present situation and existing problems in the process of shaping and exerting the function of talent reserve in government decision-making consulting organizations. By drawing lessons from the operation experience of American policy advisory organizations, the paper summarizes the rational ways to optimize the function of talent reserve of government decision-making consulting institutions. This paper includes the following five parts: the first part of the article defines the government decision-making advisory bodies. The definition of talent reserve and the function of talent reserve of government decision-making consulting organization. The organizational ecology theory, human capital theory and joint inventory theory are introduced into this study. The second part explores the current situation and existing problems of the function of talent reserve in government decision-making consulting institutions by means of empirical analysis, in order to absorb and cultivate talents. To explore the ways and paths for government decision-making and consultation organizations to play the role of talent reserve in the field of talent promotion, The third part focuses on the influencing factors of the government decision-making consulting organization to realize the function of talent reserve, the third part focuses on the factors that affect the realization of the function of the government decision-making and consulting organization in the process of shaping and giving full play to the function of talent reserve. It is pointed out that the factors that hinder the function of talent reserve in government decision-making and consultation institutions are: political system factors, education and discipline factors. Social and cultural factors as well as the factors of the government decision-making consulting organization itself. Part 4th focuses on the various experiences and practices of the American policy advisory bodies in the process of realizing the function of talent reserve. Through the systematic analysis of the talent selection channels, the talent cultivation system and the "revolving door" mechanism of the American policy advisory institutions, it is concluded that the effective function of the talent reserve can not be achieved without the perfect operation mechanism. The talent management mechanism and the market-oriented operation mode, through drawing lessons from the development experience of foreign policy decision-making consulting institutions to guide the practice of China. 5th part is the discussion of countermeasures. Guided by the problems in the process of developing the function of talent reserve in the government decision-making consulting organization, the author draws on the experience of foreign countries boldly, from the improvement of the administrative ecological environment, the talent access mechanism and the training mechanism of the reserve talents. To establish a socialized personnel flow system and integrate the network of policy consulting talents to explore the ways and methods to improve the function of government decision-making consulting institutions.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：C932;D63

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