基层公务员人才流失现象研究

发布时间：2018-03-28 12:06

本文选题：基层公务员　切入点：人才　出处：《上海师范大学》2015年硕士论文

【摘要】：在信息高速发展的今天,全球知识经济时代的到来对人才的需求变得越发迫切,而我国正处在经济快速发展的转型期,公务员作为掌握着国家公权力的特殊群体,他们的自身素质和才能对整个社会的发展进步有着至关重要的作用。近年来的“公务员热”使得公务员这个群体人才辈出,然而与“公务员热”形成鲜明对比的“公务员优秀人才流失”也给我们敲响了警钟。“优胜劣汰”本该是物竞天择的自然现象,然而,制度的缺失以及人为因素导致了公务员逆淘汰现象的存在,这不仅给我国公务员队伍的建设带来了不利的影响,也直接关系到了政府工作的成效和老百姓的满意度,因此,公务员优秀人才流失所带来的危害是显而易见的,这一现象的发生应引起我们足够地重视,而现象背后的原因更值得我们进一步地探讨。对于公务员优秀人才流失现象产生的原因有很多方面,本文拟从人力资源管理以及公共管理伦理学的角度,将基层公务员作为研究对象,针对人才流失的类型和成因进行分类论述。本文将人才流失按照其表现形式分为显性流失和隐性流失两大类,并逐一加以细分。显性流失根据流失主体出发点的不同分为主动型和被动型,隐性流失依据流失主体结果的不同分为转变型和保守型。此外,本文通过对S区社保系统基层公务员的实证分析,结合相应的人力资源管理理论和公共伦理学理论知识,认为基层公务员流失来自个体因素、组织因素和社会因素三方面的具体原因。本文可以使人们清晰的认识到此种现象缘何在基层公务员群体中产生。同时,本文通过对国外公务人员相关管理制度的借鉴,同时结合我国的具体实际,提出了基于组织激励、组织文化以及组织体系三方面的相应解决策略。我国正处在社会转型的快速期,对于人才的需求是毋庸置疑的,如何吸纳优秀人才加入公务员的队伍固然重要,但如何留住这些高素质的人才,并充分发挥其聪明才智,为政府效力、为百姓服务,已成为了当务之急。
[Abstract]:With the rapid development of information today, the demand for talents becomes more and more urgent with the arrival of the global knowledge economy era. However, our country is in the transition period of rapid economic development, and civil servants, as a special group holding the public power of the state, have become more and more urgent. Their own qualities and talents play a vital role in the development and progress of the society as a whole. In recent years, the "civil servant fever" has led to the emergence of a large number of talented people in the civil service group. However, the "loss of excellent Civil servants", which is in sharp contrast to the "Civil servant craze", has also sounded the alarm. "Survival of the fittest" was supposed to be a natural phenomenon of natural selection, however, The absence of the system and human factors lead to the existence of the phenomenon of civil servants' adverse elimination, which not only has a negative impact on the construction of civil servants in our country, but also has a direct bearing on the effectiveness of the government work and the satisfaction of the common people. The harm caused by the loss of excellent civil servants is obvious, and the occurrence of this phenomenon should be paid enough attention to. The reasons behind the phenomenon are more worthy of further discussion. There are many reasons for the phenomenon of the loss of outstanding civil servants, this paper intends to from the perspective of human resources management and public management ethics, This paper classifies and discusses the types and causes of brain drain, and classifies it into two categories according to its manifestation: explicit drain and recessive loss. The dominant loss is divided into active type and passive type according to the starting point of loss subject, and the implicit loss is classified into transition type and conservative type according to the different result of loss subject. Based on the empirical analysis of grass-roots civil servants in social security system of S district, combined with the corresponding theories of human resource management and public ethics, this paper holds that the loss of civil servants at the grass-roots level comes from individual factors. This paper can make people clearly understand why this phenomenon occurs in the grass-roots civil servants. At the same time, this paper draws lessons from the related management system of foreign public servants. At the same time, according to the actual situation of our country, this paper puts forward the corresponding solutions based on organizational motivation, organizational culture and organizational system. Our country is in the rapid period of social transformation, and the demand for talents is beyond doubt. It is important to attract excellent talents to join the ranks of civil servants, but how to retain these high-quality talents, give full play to their intelligence, serve the government and serve the people, has become an urgent task.
【学位授予单位】：上海师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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