本文選題：聘任制公務(wù)員　切入點：人事爭議　出處：《西南政法大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：第三次科技革命以來，世界經(jīng)濟(jì)政治格局發(fā)生了翻天覆地的變化，聘任制公務(wù)員正是現(xiàn)代管理理論和國家政治改革的產(chǎn)物。它在打破公務(wù)員職位“終身制”，激發(fā)公務(wù)員工作積極性、創(chuàng)新性，提高行政管理效率方面發(fā)揮著重要作用。自2007年首次聘任制公務(wù)員改革試點以來，聘任制公務(wù)員猶如雨后春筍般發(fā)展，規(guī)模逐年成倍增加。合同管理作為聘任制公務(wù)員的基本管理手段，聘任制公務(wù)員與聘任機(jī)關(guān)之間權(quán)利義務(wù)可以自行約定，雙方權(quán)利義務(wù)變得多樣化，糾紛必然增多。而聘任制公務(wù)員作為國家職能的直接實施者，妥善解決聘任制公務(wù)員與聘任機(jī)關(guān)的人事糾紛，充分保障聘任制公務(wù)員的合法權(quán)益，直接關(guān)乎國家職能的發(fā)揮和政治改革的成敗。本文試通過全面分析我國的聘任制公務(wù)員人事爭議解決制度，借鑒國外解決公務(wù)員人事爭議糾紛解決制度，為完善聘任制公務(wù)員人事爭議解決制度提出幾點看法。文章共分為四個部分： 第一部分主要是對聘任制公務(wù)員人事爭議進(jìn)行概述，闡述了聘任制公務(wù)員的概念、特征、歷史沿革，對聘任制公務(wù)員人事爭議的種類和基本分類進(jìn)行簡述，著重分析聘任制公務(wù)員與國家之間的法律關(guān)系，，為后文指明聘任合同的性質(zhì)作鋪墊。 第二部分詳細(xì)論述了我國解決聘任制公務(wù)員人事爭議的基本制度，即從橫向和縱向剖析了申訴制度、人事爭議仲裁制度、訴訟制度，發(fā)現(xiàn)當(dāng)前我國聘任制公務(wù)員人事爭議糾紛解決制度的不足之處。 第三部分介紹了選取了英美法系的代表國家英國、美國和大陸法系的代表國家法國、德國解決公務(wù)員人事爭議糾紛的主要制度，總結(jié)當(dāng)前解決公務(wù)員人事爭議制度發(fā)展的新趨勢，為完善我國聘任制公務(wù)員人事爭議制度提供借鑒。 第四部分主要是針對第二部分發(fā)現(xiàn)的問題提出解決方案，為全面完善聘任制公務(wù)員人事爭議解決制度提出幾點意見。
[Abstract]:Since the third scientific and technological revolution, the world economic and political pattern has undergone earth-shaking changes. The appointment system of civil servants is the product of modern management theory and national political reform. Since 2007, since the first pilot reform of the appointment system of civil servants, the appointment system of civil servants has sprung up. The contract management is the basic management means of the appointed civil servants. The rights and obligations between the appointed civil servants and the employment agencies can be agreed upon by themselves, and the rights and obligations of both parties become diversified. The number of disputes is bound to increase. As the direct implementers of the functions of the state, the employment system of civil servants should properly resolve the personnel disputes between the appointed civil servants and the appointed organs, and fully protect the legitimate rights and interests of the civil servants under the appointment system. It is directly related to the exertion of state functions and the success or failure of political reform. This paper tries to analyze the employment system of civil servants in our country, and draw lessons from the system of resolving civil servants' disputes in foreign countries. In order to improve the system of civil servant personnel dispute settlement, the article is divided into four parts:. In the first part, the author summarizes the personnel disputes of the civil servants, expounds the concept, characteristics and historical evolution of the civil servants, and gives a brief description of the types and basic categories of the civil servants' disputes on the appointment system. The legal relationship between the civil servants and the state is analyzed in order to lay the groundwork for specifying the nature of the employment contract. The second part discusses in detail the basic system of solving civil servant personnel disputes in China, that is, from the horizontal and vertical analysis of the appeal system, personnel dispute arbitration system, litigation system, Found the current employment system of civil servants personnel dispute settlement system deficiencies. The third part introduces the main system of solving civil servants' personnel disputes in Britain, France and Germany, which are the representative countries of Anglo-American law system, the United States and continental law system. This paper summarizes the new trend of the development of civil servant personnel dispute system, and provides reference for perfecting the civil servant personnel dispute system in our country. The 4th part mainly puts forward the solutions to the problems found in the second part, and puts forward some suggestions for improving the appointment system of civil servants' personnel dispute settlement system in an all-round way.
【學(xué)位授予單位】：西南政法大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：D922.11

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本文編號：1576392