我国出入境边防检查系统人力资源管理问题研究

发布时间：2018-05-09 05:46

本文选题：人力资源 + 边防检查　；参考：《华中师范大学》2007年硕士论文

【摘要】： 人力资源是组织生存、发展的重要依托，在复杂激烈的生存发展竞争中，人力资源管理的作用尤为重要，它是组织能否获胜的关键。努力提升人力资源管理水平已成为众多组织管理者竞相追逐的目标。随着我国改革开放的进一步深化，出入境边防检查系统(以下简称“边检系统”)的执法、服务水平已越来越成为关乎国家安全、社会稳定和影响我国改革开放大局的重要因素。在这种情况下，只有不断提升人力资源管理水平，优化人力资源结构，才能从根本上保证边检系统顺利完成各项职责。然而，目前我国边检系统的队伍管理还没有从被动的人事管理转为主动的人力资源管理，管理手段单一、不成体系，没有真正树立起“以人为本”的管理思想。正是这些管理误区的存在，致使边检系统的职业化进展缓慢，滞后于上级领导的要求和国际同行业的发展步伐。为此，如何树立全新的人力资源管理观念，正确处理好干部开发、培养、使用等问题，是我们面临的一个重要课题。本文通过调查研究(个案研究、数字统计)，运用实证分析的方法，对当前我国边检系统人力资源管理现状及其执行效果进行深入的研究，，分析存在的主要问题，并在此基础上探讨加强和改善人力资源管理的对策。本文除引言外共分三部分：第一部分是人力资源管理的理论阐释。通过论述人力资源管理的理论基础和主要内容、重要地位，说明加强人力资源管理的合理性。然后通过论述公共部门人力资源管理的相关理论和特殊属性，进而明确加强公共部门人力资源管理的方向。第二部分是对我国边检系统人力资源管理的现状分析。论文在对边检系统人力资源现状进行全面分析的基础上，对人力资源管理的现状及其执行效果进行了全面的总结和探究，论文认为，我国边检系统在加强队伍人事管理方面做了一定的工作，对队伍的发展进步起到了一定的积极作用，但总体上看效果还不理想。分析起来主要存在以下问题：一是民警招录环节标准不具体，操作不规范；二是考核手段单一，流于形式；三是民警激励措施不完备，缺乏“人本思想”；四是培训方式陈旧、民警学习质量不高；五是对民警重使用、轻管理。第三部分探讨了加强我国边检系统人力资源管理的具体对策。论文认为，加强和改善边检系统人力资源管理，一是要进一步完善民警招录环节的制度建设，规范考录程序；二是要健全考核制度，强化考核作用；三是要优化激励机制，增强激励效果；四是要改进培训工作，提高培训质量；五是要转变用人观念，创新用人机制。以往理论界专门针对特定公共部门的人力资源管理的研究较少，公安边检系统人力资源管理问题的系统研究基本上还是空白。因此，本文的研究具有一定的开拓性意义，是公共部门人力资源管理研究的一种新尝试，拓宽了公共部门人力资源管理研究的领域和范围。
[Abstract]:Human resources is an important basis for the existence and development of human resources . In the competition of complex and fierce survival and development , the role of human resources management is very important . It is the key to the success of the organization . The efforts to improve the level of human resources management have become the targets of many organizations .

With the further deepening of China ' s reform and opening up , the law enforcement and service level of entry - exit frontier inspection system ( hereinafter referred to as " frontier inspection system " ) has become an important factor that concerns national security , social stability and influence of China ' s reform and opening up .

This paper studies the present situation of human resources management and its implementation effect in our country ' s border inspection system through investigation and research ( case study and numerical statistics ) , and analyzes the main problems existing and discusses the countermeasures to strengthen and improve human resources management .

In addition to the introduction , this paper is divided into three parts :

The first part is the theoretical explanation of human resource management . By discussing the theoretical foundation and main contents and important position of human resource management , the rationality of strengthening human resources management is explained . Then the relevant theories and special attributes of human resources management in the public sector are discussed , and the direction of human resource management in the public sector is further clarified .

The second part is the analysis of the present situation of human resources management in our country ' s border inspection system .
Second , the appraisal means is single , the flow is in the form ;
Thirdly , the incentive measures of civilian police are incomplete , and lack of " human - based thought " ;
Fourth , the training mode is old , and the quality of the civilian police learning is not high ;
Fifth , heavy use and light management of civilian police .

The third part discusses the countermeasures of strengthening the human resources management of the border inspection system in our country .
Second , to improve the appraisal system and strengthen the appraisal function ;
Third , to optimize the incentive mechanism and enhance the incentive effect ;
Fourth , improve the training and improve the quality of training ;
The fifth is to change the concept of people , and to innovate the human mechanism .

In the past , there is little research on the human resources management of the specific public sector , and the system research on the human resources management of the public security frontier inspection system is basically blank . Therefore , the research of this paper has a certain pioneering meaning , which is a new attempt in the research of human resources management in the public sector , and widens the field and scope of human resource management research in the public sector .

【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2007
【分类号】：D631.46

【引证文献】