本文選題：人力資源管理 + 公共部門　； 參考：《哈爾濱工業(yè)大學(xué)》2017年碩士論文

【摘要】：在全球新公共管理改革浪潮風(fēng)起云涌,國內(nèi)人事制度改革不斷推向深入的今天。在政府、事業(yè)單位等公共管理部門當(dāng)中,像人力資源這樣較為靈活的資源作用性越來越明顯,公共人力資源管理取代傳統(tǒng)人事管理已經(jīng)成為必然趨勢,公共部門中人員的招聘與選用、職位設(shè)計、薪酬管理、考核評估、培訓(xùn)機制等多方面都必將在理論和實踐上產(chǎn)生許多深刻的變革。然而當(dāng)前我國基層公共部門依然延續(xù)傳統(tǒng)人事管理方式,這種管理方式難以應(yīng)對“新常態(tài)”下復(fù)雜的經(jīng)濟環(huán)境,在人民需求日益增多的情形下,公共服務(wù)已經(jīng)無法滿足人們的多元化需求。本文以東北老工業(yè)基地黑龍江省的H市D區(qū)為研究對象,闡述了受計劃經(jīng)濟思維影響下的傳統(tǒng)人事行政管理中存在的各種問題,以新公共管理、人力資源管理相關(guān)理論為指導(dǎo),充分運用文獻研究、實際調(diào)查、比較分析、案例研究等方法,結(jié)合基層實際,提出了有效的解決問題策略。首先,對當(dāng)前國內(nèi)外公共部門人力資源管理理論與實踐概況進行梳理,對研究中涉及到的一些重要理論和概念進行了說明;對H市D區(qū)的經(jīng)濟社會發(fā)展情況,以政府和事業(yè)單位為主體的公共部門組織機構(gòu)構(gòu)成情況及公共部門內(nèi)人員編制情況進行總體介紹,選取相關(guān)數(shù)據(jù)進行分析和客觀描述,并從人力資源管理各環(huán)節(jié)分析當(dāng)前管理現(xiàn)狀。然后,結(jié)合現(xiàn)狀描述,分環(huán)節(jié)提出H市D區(qū)公共部門人力資源管理的現(xiàn)存突出問題,并從不同影響因素方面分析問題產(chǎn)生原因。之后從總體思路、具體措施和配套措施三個層面,針對H市D區(qū)公共部門人力資源管理存在的問題,提出了可行性較強的管理對策。最后對H市D區(qū)推進公共部門人力資源管理的現(xiàn)行阻礙和克服措施進行了說明,并結(jié)合基層管理實踐,對全區(qū)公共部門人力資源管理進行了一些探索與展望。本論文的主要研究成果有:要破解H市D區(qū)現(xiàn)存舊有人事管理體制機制矛盾,必須從全區(qū)發(fā)展戰(zhàn)略出發(fā),實現(xiàn)由傳統(tǒng)人事行政管理向公共部門人力資源管理成功轉(zhuǎn)型;應(yīng)當(dāng)針對當(dāng)前人力資源管理實際情況,有針對性的實施各環(huán)節(jié)具體轉(zhuǎn)型措施,同時要完善轉(zhuǎn)型所必需的相關(guān)配套措施。多措并舉,最終才能實現(xiàn)H市D區(qū)提升公共部門人力資源管理水平的目標(biāo)。
[Abstract]:In the global wave of new public management reform, the reform of domestic personnel system continues to deepen today. In the government, institutions and other public management departments, the role of more flexible resources such as human resources is becoming more and more obvious. Public human resources management has become an inevitable trend to replace traditional personnel management. The recruitment and selection of personnel, position design, salary management, assessment and training mechanism in the public sector are bound to produce many profound changes in theory and practice. However, at present, the traditional personnel management methods continue in the grass-roots public sector of our country, which is difficult to cope with the complex economic environment under the "new normal", and under the circumstances of the increasing demand of the people, Public service has been unable to meet the diversified needs of people. This paper takes the D district of H City in Heilongjiang Province, an old industrial base in Northeast China, as the research object, expounds the problems existing in the traditional personnel administration under the influence of planned economy thinking, guided by the theory of new public management and human resource management. Using the methods of literature research, actual investigation, comparative analysis, case study and so on, this paper puts forward effective strategies to solve the problem. First of all, the theory and practice of human resource management in the public sector at home and abroad are reviewed, and some important theories and concepts involved in the study are explained. The composition of the public sector organization and the staffing of the public sector, with the government and public institutions as the main body, are introduced, and the relevant data are selected for analysis and objective description. And from the human resources management each link analyzes the present management present situation. Then, according to the description of the present situation, this paper puts forward the existing outstanding problems of human resource management in the D district of H city, and analyzes the causes of the problems from different factors. Then from the overall thinking, concrete measures and supporting measures, the author puts forward some feasible management countermeasures against the problems existing in the management of human resources in the D district of H city. In the end, the author explains the existing obstacles and overcoming measures to promote the human resources management of the public sector in D district of H city, and combines with the practice of the grass-roots management, makes some exploration and prospects on the human resources management of the public sector in the whole district. The main research results of this paper are as follows: in order to solve the contradiction of the existing old personnel management system and mechanism in D District of H City, we must proceed from the development strategy of the whole district and realize the successful transition from the traditional personnel administration to the human resource management of the public sector; According to the actual situation of current human resource management, we should carry out specific measures of transformation in each link, and improve the necessary supporting measures for the transformation at the same time. Finally, we can achieve the goal of improving the level of human resources management of public sector in H city D district.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：D630.3

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