我国干部人事管理人性假设的制度变迁与思想渊源

发布时间：2018-05-30 00:42

本文选题：干部人事制度改革 + 人性假设　；参考：《天津行政学院学报》2015年02期

【摘要】：我国的干部人事制度改革历经了66年的政府管理体制锤炼、转型与升华,从新中国成立初期简单的分级分部管理体制到党的十八大报告、十八届三中全会关于干部人事制度改革的战略,展示了干部人事制度中标准人性假设与特定时代背景下干部实际人性特征从适应、冲突到不适应的发展脉络,推动着干部人事管理的改革,反映了从非人格化的理性管理提升到人性化管理模式的制度转型。未来我国干部人事制度改革将致力于建立一个以公平公正、灵活有弹性、人性化为价值体系的现代型干部人事制度,它将会使公务员职业化规范越来越严格、人才激励制度越来越灵活,并成为人性自利性和公共精神的制度博弈与平衡的过程。
[Abstract]:The cadre and personnel system reform in our country has undergone 66 years of government management system refinement, transformation and sublimation, from the simple hierarchical and divisional management system in the early days of the founding of New China to the report of the 18th National Congress of the Party. The strategy of the third Plenary session of the 18th CPC Central Committee on the reform of the cadre personnel system shows the development of the standard human nature assumption in the cadre personnel system and the actual human nature characteristics of the cadres in the specific background of the times from adaptation, conflict to unfitness. It promotes the reform of cadre personnel management and reflects the institutional transformation from depersonalized rational management to humanized management mode. In the future, the reform of cadre and personnel system in our country will be devoted to establishing a modern cadre personnel system with fair and just, flexible and flexible, humanized value system, which will make the professionalization of civil servants more and more strict. Talent incentive system is more and more flexible, and becomes the process of system game and balance of human nature self-interest and public spirit.
【作者单位】：南京师范大学;南京大学;
【基金】：国家社科基金项目“党政干部分类管理制度研究”(10BZZ018) 江苏省社科基金课题“地方政府领导班子与领导干部政绩考核创新机制研究”(14ZZB002) 江苏省高校优势学科建设工程项目南京师范大学国家“211工程”项目
【分类号】：D262.3

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