基層政府采購人員職業(yè)勝任力提升研究
發(fā)布時(shí)間：2018-10-26 14:20
【摘要】：近年來我國政府采購規(guī)模不斷擴(kuò)大，，是國民經(jīng)濟(jì)調(diào)節(jié)的有力杠桿。政府采購工作內(nèi)容十分復(fù)雜，不僅范圍涉面廣而且專業(yè)知識(shí)要求高，所以政府采購人員一是必須具有良好的公共價(jià)值觀及職業(yè)道德操守，二是具備較高的相關(guān)理論知識(shí)水平和業(yè)務(wù)技能，三是具有良好的個(gè)人綜合素質(zhì)與潛力。據(jù)統(tǒng)計(jì)，我國政府采購是大宗腐敗案件常發(fā)領(lǐng)域，于是政府采購人員素質(zhì)問題已成為社會(huì)各界關(guān)注的焦點(diǎn)。為了讓采購部門人力資源管理體現(xiàn)時(shí)代要求，開始有學(xué)者提出在政府采購人員管理中吸收勝任力理念，強(qiáng)調(diào)政府采購人員素質(zhì)評(píng)價(jià)體系的建立是以后的研究重點(diǎn)。 勝任力作為一種成熟的人力資源管理理論，是一種以科學(xué)方法抽取出一項(xiàng)工作中的多項(xiàng)特征行為來達(dá)到高績效目的的方法。本文采用勝任力理論，通過調(diào)查問卷與SPSS分析軟件，試圖在我國基層政府采購人員整體素質(zhì)相對(duì)落后的背景下建立其職業(yè)勝任力評(píng)價(jià)體系，證明構(gòu)建基層政府采購人員職業(yè)勝任力評(píng)價(jià)體系是其素質(zhì)提升的重要途徑。因?yàn)槲覈少徶贫容^晚，相關(guān)法律法規(guī)尚不健全，內(nèi)部管理與外部監(jiān)督體系有待建設(shè)完善，所以基層政府采購人員的素質(zhì)較理想勝任評(píng)價(jià)體系尚有差距。因此，需從實(shí)證研究的客觀結(jié)果和現(xiàn)實(shí)情況出發(fā)，提出一系列具有現(xiàn)實(shí)可行性的基層政府采購人員職業(yè)勝任力提升的具體路徑。這些具體路徑主要包括：一是要營造一個(gè)良好的政府采購職業(yè)道德環(huán)境；二是要建立專業(yè)化的基層政府采購人才開發(fā)體系；三是要建立基層政府采購人員績效管理機(jī)制；四是要完善基層政府采購人員監(jiān)督機(jī)制。
[Abstract]:In recent years, the scale of government procurement has been expanding, which is a powerful lever of national economy regulation. The content of government procurement is very complex, not only has a wide scope but also requires high professional knowledge. Therefore, government procurement personnel must have good public values and professional ethics. The second is to have a high level of relevant theoretical knowledge and professional skills, and the third is to have good personal comprehensive quality and potential. According to statistics, government procurement in China is a common area of corruption cases, so the quality of government procurement personnel has become the focus of attention. In order to make the human resource management of procurement department reflect the requirements of the times, some scholars put forward the concept of absorbing competence in the management of government procurement personnel, and emphasized the establishment of quality evaluation system of government procurement personnel is the focus of future research. Competence, as a mature theory of human resource management, is a scientific method to extract multiple characteristic behaviors in a job to achieve the goal of high performance. Based on competency theory and SPSS analysis software, this paper attempts to establish the evaluation system of professional competence in the background of the relative backwardness of the overall quality of government procurers at the grass-roots level in our country. It is proved that it is an important way to improve the quality of grass-roots government procurement personnel by constructing the evaluation system of their professional competence. Because the government procurement system of our country is late, the relevant laws and regulations are not perfect, the internal management and the external supervision system need to be built and perfected, so there is still a gap between the quality of the grass-roots government procurement personnel and the ideal and competent evaluation system. Therefore, it is necessary to put forward a series of practical ways to improve the professional competence of grass-roots government procurement personnel based on the objective results and realistic conditions of the empirical research. These specific paths include: first, to create a good professional environment for government procurement; second, to establish a professional development system for grass-roots government procurement personnel; third, to establish a performance management mechanism for grass-roots government procurement personnel; Fourth, it is necessary to improve the supervision mechanism of grass-roots government procurement personnel.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F812.45;D630.3
本文編號(hào)：2296011
[Abstract]:In recent years, the scale of government procurement has been expanding, which is a powerful lever of national economy regulation. The content of government procurement is very complex, not only has a wide scope but also requires high professional knowledge. Therefore, government procurement personnel must have good public values and professional ethics. The second is to have a high level of relevant theoretical knowledge and professional skills, and the third is to have good personal comprehensive quality and potential. According to statistics, government procurement in China is a common area of corruption cases, so the quality of government procurement personnel has become the focus of attention. In order to make the human resource management of procurement department reflect the requirements of the times, some scholars put forward the concept of absorbing competence in the management of government procurement personnel, and emphasized the establishment of quality evaluation system of government procurement personnel is the focus of future research. Competence, as a mature theory of human resource management, is a scientific method to extract multiple characteristic behaviors in a job to achieve the goal of high performance. Based on competency theory and SPSS analysis software, this paper attempts to establish the evaluation system of professional competence in the background of the relative backwardness of the overall quality of government procurers at the grass-roots level in our country. It is proved that it is an important way to improve the quality of grass-roots government procurement personnel by constructing the evaluation system of their professional competence. Because the government procurement system of our country is late, the relevant laws and regulations are not perfect, the internal management and the external supervision system need to be built and perfected, so there is still a gap between the quality of the grass-roots government procurement personnel and the ideal and competent evaluation system. Therefore, it is necessary to put forward a series of practical ways to improve the professional competence of grass-roots government procurement personnel based on the objective results and realistic conditions of the empirical research. These specific paths include: first, to create a good professional environment for government procurement; second, to establish a professional development system for grass-roots government procurement personnel; third, to establish a performance management mechanism for grass-roots government procurement personnel; Fourth, it is necessary to improve the supervision mechanism of grass-roots government procurement personnel.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F812.45;D630.3
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