本文選題：公務(wù)員制度 + 公務(wù)員聘任制　； 參考：《河北大學(xué)》2014年碩士論文

【摘要】：自20世紀(jì)70年代開始，西方各國紛紛展開了以新公共管理理論為導(dǎo)向的政府機(jī)構(gòu)改革，把市場機(jī)制引入政府管理中，吸取私營部門的管理經(jīng)驗，建立了契約化、彈性化的新型政府用人方式。伴隨著經(jīng)濟(jì)、科技、文化的快速發(fā)展和人民生活水平的提高，傳統(tǒng)公務(wù)員制度的問題也逐漸顯現(xiàn)出來，無論社會發(fā)展還是民眾需求都對政府的效率提出了更高的要求。受到西方改革經(jīng)驗的影響，我國也開始嘗試政府雇員制的試點，雖然因為諸多原因，雇員制逐漸沉寂，但也為日后的改革積累了經(jīng)驗。2006年《公務(wù)員法》的實施，第一次對公務(wù)員聘任制做出了規(guī)定，為公務(wù)員聘任制的試點提供了法律基礎(chǔ)。2007年起深圳、上海成為首批公務(wù)員聘任制試點城市，隨后四川、浙江、遼寧等地區(qū)也紛紛展開試點工作。目前，公務(wù)員聘任制在我國仍處于探索階段，，仍然存在許多問題需要解決，相關(guān)制度的建設(shè)也有待完善。 本文首先介紹了文章的相關(guān)內(nèi)容，包括研究背景、研究意義、研究現(xiàn)狀、研究方法等。在對公務(wù)員聘任制內(nèi)涵和相關(guān)理論基礎(chǔ)進(jìn)行闡述的基礎(chǔ)上，對我國公務(wù)員聘任制進(jìn)行了價值分析。在介紹了我國公務(wù)員聘任制的實施現(xiàn)狀后，對全國各地公務(wù)員聘任制的試點成果和試點特色進(jìn)行了比較分析。正處于嘗試階段的公務(wù)員聘任制在實施過程中遇到了各種阻礙其推行的問題，文章著重對考核難、聘任制適用范圍和招錄程序存在的問題、缺少完善的薪酬、福利、保障制度和合同管理制度等方面加以分析，闡述了我國公務(wù)員聘任制持續(xù)推行和完善所面臨的困境。最后針對如何實現(xiàn)困境的突破，完善我國公務(wù)員聘任制的路徑選擇，提出了建議。
[Abstract]:Since the 1970s, the western countries have carried out the reform of government institutions guided by the new public management theory, introduced the market mechanism into the government management, absorbed the management experience of the private sector, and established the contract. Flexible new government employment. With the rapid development of economy, science and technology, culture and the improvement of people's living standards, the problems of the traditional civil service system have gradually emerged. Both the social development and the needs of the public have put forward higher requirements for the efficiency of the government. Influenced by the western reform experience, our country also began to try the government employee system pilot, although because of many reasons, the employee system gradually died down, but also accumulated the experience for the future reform. 2006 "Civil servant Law" implementation, For the first time, the civil service appointment system was stipulated, which provided a legal basis for the pilot system. Since 2007, Shenzhen has become the first pilot city for the civil service appointment system, followed by Sichuan, Zhejiang, Liaoning and other regions have also launched pilot work. At present, the appointment system of civil servants in our country is still in the exploratory stage, there are still many problems to be solved, and the construction of relevant system needs to be improved. This paper first introduces the relevant contents of the article, including the research background, research significance, research status, research methods and so on. On the basis of expounding the connotation and relevant theoretical basis of the civil servant appointment system, this paper analyzes the value of the civil servant appointment system in our country. After introducing the present situation of the civil servant appointment system in China, this paper makes a comparative analysis of the experimental results and characteristics of the civil servant appointment system in various parts of the country. In the process of implementation of the civil servant appointment system in the trial stage, it has encountered various problems that hinder its implementation. The article focuses on the difficulties in examination, the scope of application of the appointment system and the problems existing in the recruitment procedure, and the lack of perfect salary and welfare. This paper analyzes the security system and contract management system, and expounds the difficulties faced by the continuous implementation and perfection of the civil servant appointment system in China. Finally, the paper puts forward some suggestions on how to achieve the breakthrough of difficulties and perfect the path choice of civil servant appointment system in our country.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：D630.3

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