本文關(guān)鍵詞： 人職匹配 曲靖市 公務(wù)員 職業(yè)生涯管理　出處：《云南師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：各級(jí)政府在國(guó)家事務(wù)管理中處于十分重要的地位,其人力資源的管理與開發(fā)也異于企業(yè)、事業(yè)單位。在政府部門的人力資源管理與開發(fā)中,公務(wù)員職業(yè)生涯管理是需要公務(wù)員個(gè)人和政府部門共同努力的,是個(gè)人結(jié)合其所在的政府部門共同發(fā)展不可或缺的重要內(nèi)容。在對(duì)公務(wù)員的管理過程中,政府重視每一個(gè)職位職能的作用發(fā)揮。但在實(shí)際工作中,政府部門內(nèi)的個(gè)人與職位有時(shí)不能匹配,達(dá)不到人事相宜,合理配置的要求,導(dǎo)致了政府部門行政管理的低效率和人職發(fā)展的不協(xié)調(diào),影響了政府部門的工作推進(jìn)和公務(wù)員個(gè)人的成長(zhǎng)發(fā)展。筆者通過將云南省曲靖市公務(wù)員作為我國(guó)公務(wù)員群體的一個(gè)縮影,在進(jìn)行深入調(diào)研后發(fā)現(xiàn),曲靖市部分公務(wù)員在職業(yè)生涯管理上遇到了一些瓶頸和問題。有效地引導(dǎo)公務(wù)員合理規(guī)劃、科學(xué)管理職業(yè)生涯,通過職位分析、個(gè)人培訓(xùn)、績(jī)效考核、選拔晉升、任職交流、激勵(lì)措施等,提高公務(wù)員個(gè)人職業(yè)的積極性,提升公務(wù)員的能力和素質(zhì),推動(dòng)政府管理的水平和效率,促進(jìn)社會(huì)的可持續(xù)發(fā)展。本文通過公務(wù)員職業(yè)生涯管理的論述,將人職匹配的理論引入云南省曲靖市公務(wù)員職業(yè)生涯管理中,通過理論闡述、實(shí)地走訪、問卷調(diào)查,以及對(duì)曲靖市公務(wù)員基本狀況的分析,同時(shí)分析曲靖市公務(wù)員在人職匹配下存在的主要問題及原因,探尋出適合地方政府公務(wù)員職業(yè)生涯管理的路徑和策略,優(yōu)化政府管理環(huán)境和完善公務(wù)員職業(yè)生涯管理理念,發(fā)揮政府部門和公務(wù)員個(gè)人的雙重作用,最終形成政府部門與公務(wù)員共同發(fā)展達(dá)到雙贏。
[Abstract]:Governments at all levels are in a very important position in the management of state affairs, and their human resources management and development are different from those of enterprises and institutions. The career management of civil servants requires the joint efforts of the civil servants and the government departments. It is an indispensable and important content for the individuals to develop together with the government departments in which they work. The government attaches great importance to the function of each post. However, in practice, individuals and positions in government departments sometimes fail to match each other, thus failing to meet the requirements of proper and reasonable allocation of personnel. This has led to inefficiency in the administration of government departments and incoordination in the development of human resources, This has affected the work of government departments and the growth and development of individual civil servants. By taking the civil servants of Qujing City, Yunnan Province, as a microcosm of civil servants in our country, I found that after in-depth investigation, Some civil servants in Qujing City have encountered some bottlenecks and problems in career management. They have effectively guided civil servants in rational planning and scientific management of their careers. Through job analysis, personal training, performance appraisal, selection and promotion, and post exchanges, In order to improve the enthusiasm of civil servants, improve the ability and quality of civil servants, promote the level and efficiency of government management, and promote the sustainable development of society, this paper discusses the career management of civil servants. This paper introduces the theory of personnel matching into the career management of civil servants in Qujing City, Yunnan Province, and analyzes the basic situation of civil servants in Qujing City through theoretical elaboration, field visits, questionnaires, and the analysis of the basic situation of civil servants in Qujing City. At the same time, the paper analyzes the main problems and reasons of the civil servants in Qujing city, and explores the path and strategy suitable for the career management of local civil servants, optimizes the government management environment and consummates the concept of career management of civil servants. Give play to the dual role of government departments and civil servants, and ultimately form the development of government departments and civil servants to achieve win-win.
【學(xué)位授予單位】：云南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3

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本文編號(hào)：1500118