本文選題：檢察機(jī)關(guān)　切入點(diǎn)：偵查員　出處：《西南政法大學(xué)》2012年碩士論文

【摘要】：檢察機(jī)關(guān)的偵查員，主要集中在反貪局和反瀆局兩個(gè)部門。他們的工作環(huán)境并不舒服，蹲點(diǎn)、抓捕、外調(diào)、審訊、寫材料，這些都是他們的日常工作。加班加點(diǎn)，沒有雙休日對(duì)于他們來(lái)說(shuō)更是平常，甚至工作中經(jīng)常出現(xiàn)人生危險(xiǎn)。但是，社會(huì)對(duì)他們的關(guān)注都集中在抓了哪些人，為國(guó)家挽回了多少損失，卻極少有人關(guān)注檢察機(jī)關(guān)的偵查員是否需要激勵(lì)。作為檢察機(jī)關(guān)本身，受制于觀念、財(cái)政和編制等因素的制約，也難以顧及偵查員的激勵(lì)需求。長(zhǎng)此以往，人員流失嚴(yán)重，偵查員不再全身心地投入到案件辦理中，，工作中避重就輕，得過(guò)且過(guò)，直接影響到反腐倡廉的效果。在這種情況下，我們必須要在檢察機(jī)關(guān)內(nèi)為偵查員建立一套完善的激勵(lì)機(jī)制，偵查員是最需要激勵(lì)的。 本文先是從現(xiàn)代人力資源管理理論的角度提出了檢察機(jī)關(guān)偵查員激勵(lì)機(jī)制的概念，同時(shí)也分析了建立檢察機(jī)關(guān)偵查員激勵(lì)機(jī)制的必要性，為后面的論述建立了基礎(chǔ)。然后從自身工作環(huán)境的實(shí)際情況出發(fā)，分析了檢察機(jī)關(guān)偵查員激勵(lì)機(jī)制的現(xiàn)狀�，F(xiàn)狀歸納成一句話就是現(xiàn)有的激勵(lì)機(jī)制已經(jīng)不能達(dá)到激勵(lì)的效果，連中國(guó)人一直引以為榮的精神激勵(lì)也流于形式，已經(jīng)事實(shí)上影響到偵查員的工作積極性和案件的辦理效果了。 第三步，開始分析造成檢察機(jī)關(guān)偵查員激勵(lì)機(jī)制現(xiàn)狀的各種原因，主要集中在自身觀念沒有更新、財(cái)政得不到保障和缺乏人事編制。這三個(gè)方面成為制約激勵(lì)機(jī)制實(shí)現(xiàn)的最重要原因，也是全國(guó)檢察機(jī)關(guān)面臨的普遍問題。 第四步，結(jié)合前面分析的制約因素以及檢察機(jī)關(guān)當(dāng)前的實(shí)際情況，提出針對(duì)性的解決方法。更新觀念是重要的前提，關(guān)鍵是要結(jié)合現(xiàn)代人力資源管理理念更新對(duì)偵查員激勵(lì)機(jī)制的認(rèn)識(shí)。在這個(gè)前提下，最理想的結(jié)果是爭(zhēng)取到財(cái)政和人事編制資源的前提下科學(xué)地建立一套完善的激勵(lì)機(jī)制。即使?fàn)幦〔坏截?cái)政和人事編制的資源，也要結(jié)合各檢察機(jī)關(guān)的實(shí)際情況，制定出力所能及的激勵(lì)機(jī)制，有機(jī)制總比沒有機(jī)制好。機(jī)制制定完成后，除了要認(rèn)真實(shí)施外，還要根據(jù)實(shí)際情況不斷地總結(jié)和更新激勵(lì)機(jī)制，以保證機(jī)制的長(zhǎng)久有效。 檢察機(jī)關(guān)的偵查員，不是辦案機(jī)器，他們也是現(xiàn)代人力資源管理體系中的其中一員，他們是需要激勵(lì)的。為了更好地實(shí)現(xiàn)檢察機(jī)關(guān)的法律監(jiān)督功能，為了廣大人民群眾的切身利益，我們需要激勵(lì)。
[Abstract]:The investigators of the procuratorial organs are mainly concentrated in the two departments of the Anti-Corruption Bureau and the Anti-blasphemy Bureau. Their working environment is not comfortable. They work in an uncomfortable working environment, such as squatting, arresting, transferring, interrogating and writing materials. These are all their daily work. Overtime. It's even more common for them not to have a weekend, or even to have a life in danger at work. But society's focus on them is on who's been caught and how much damage has been saved for the country. However, very few people pay attention to the need for incentives for investigators in procuratorial organs. As procuratorial organs themselves, they are constrained by factors such as concept, finance and establishment, and it is difficult to take into account the incentive needs of investigators. In the long run, the loss of personnel is serious. Investigators are no longer fully involved in the handling of cases. In their work, they avoid the important ones and muddle along, which directly affects the effectiveness of the fight against corruption and clean government. In this case, We must set up a set of perfect incentive mechanism for the investigator in the procuratorial organ. This paper first puts forward the concept of incentive mechanism for investigators in procuratorial organs from the perspective of modern human resource management theory, and also analyzes the necessity of establishing incentive mechanism for investigators in procuratorial organs. It establishes the foundation for the following argumentation.Then proceeding from the actual situation of its own working environment, it analyzes the present situation of the incentive mechanism for investigators in procuratorial organs. The present situation is summed up into a sentence: the existing incentive mechanism can no longer achieve the effect of incentive. Even the spiritual incentives that the Chinese have been proud of have become mere formality, which has in fact affected investigators' enthusiasm for work and the effectiveness of handling cases. The third step is to begin to analyze the reasons for the present situation of the incentive mechanism for investigators in procuratorial organs, mainly focusing on the lack of renewal of their own concepts. These three aspects have become the most important reason for restricting the realization of incentive mechanism and are also the common problems faced by the national procuratorial organs. The fourth step, combined with the constraints previously analyzed and the current actual situation of the procuratorial organs, puts forward targeted solutions. Updating the concept is an important prerequisite. The key is to update our understanding of the investigator's incentive mechanism in the light of modern human resource management concepts. The ideal result would be to scientifically establish a sound incentive mechanism on the premise of securing financial and staffing resources. Even if the financial and staffing resources are not available, they should also take into account the actual situation of the various procuratorial organs, It is better to have a mechanism than to have one. After the establishment of the mechanism, we should not only implement it seriously, but also continuously sum up and update the incentive mechanism according to the actual situation, so as to ensure the long-term effectiveness of the mechanism. The investigators of the procuratorial organs are not case-handling machines. They are also members of the modern human resources management system. They need to be encouraged. In order to better realize the legal supervision function of the procuratorial organs, For the sake of the vital interests of the broad masses of the people, we need encouragement.
【學(xué)位授予單位】：西南政法大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：D926.3

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