本文選題：基層公務(wù)員 + 職業(yè)發(fā)展��； 參考：《東北林業(yè)大學(xué)》2015年碩士論文

【摘要】：基層政府是我國(guó)最為貼近百姓、直接服務(wù)群眾的行政機(jī)關(guān),是黨和政府與廣大人民群眾保持密切聯(lián)系的重要橋梁和紐帶。基層公務(wù)員是黨和國(guó)家各項(xiàng)制度、方針、政策的具體執(zhí)行者,是基層政府部門(mén)順利運(yùn)轉(zhuǎn)的基本人力資源保障,他們綜合素質(zhì)和工作情況將直接關(guān)系到基層的行政效率和效果,具有十分重要的地位。我國(guó)公務(wù)員隊(duì)伍的90%是科級(jí)以下干部,60%在縣級(jí)以下基層機(jī)關(guān)工作,如何使基層公務(wù)員和一般干部一樣,職業(yè)發(fā)展有空間、晉升有通道,是公務(wù)員制度建設(shè)中需要解決的問(wèn)題。黨的十八大報(bào)告中也提出了要深化干部人事制度改革,建設(shè)高素質(zhì)執(zhí)政骨干隊(duì)伍。為了更好地建設(shè)黑龍江省,吸引基層公務(wù)員留在基層、建設(shè)基層,面向社會(huì)提供高質(zhì)量的公共產(chǎn)品和公共服務(wù),就需要對(duì)黑龍江省基層公務(wù)員職業(yè)發(fā)展情況進(jìn)行研究,找出現(xiàn)階段影響基層公務(wù)員職業(yè)發(fā)展的主要因素,進(jìn)而有針對(duì)性的保障基層公務(wù)員的職業(yè)發(fā)展。因此,本文試圖以黑龍江省基層公務(wù)員為例,對(duì)其職業(yè)發(fā)展情況進(jìn)行研究與探討,希望對(duì)于完善政府部門(mén).的人力資源管理、挖掘基層公務(wù)員的自身潛力、提升基層公務(wù)員的服務(wù)能力和質(zhì)量起到一定作用。首先本文介紹了國(guó)內(nèi)外關(guān)于基層公務(wù)員職業(yè)發(fā)展相關(guān)理論成果,對(duì)基層公務(wù)員的具體界定和職業(yè)發(fā)展的相關(guān)理論進(jìn)行了全面闡釋。為了突破黑龍江省基層公務(wù)員職業(yè)發(fā)展中的障礙,本文對(duì)基層公務(wù)員職業(yè)發(fā)展過(guò)程中的主要影響因素進(jìn)行了總結(jié),力求將影響公務(wù)員發(fā)展的因素闡述完整,并運(yùn)用Spss17.0,結(jié)合針對(duì)黑龍江省六個(gè)縣區(qū)基層單位的公務(wù)員展開(kāi)的調(diào)查結(jié)果分析,最終總結(jié)出影響黑龍江省基層公務(wù)員職業(yè)發(fā)展的關(guān)鍵因素及具體影響。進(jìn)而更加有針對(duì)性的提出了個(gè)人層面、政府層面和社會(huì)層面的具體對(duì)策。個(gè)人層面上要明確基層公務(wù)員自我認(rèn)識(shí)、建立健全基層公務(wù)員職業(yè)生涯管理體系：國(guó)家層面上建立合理的工資制度和補(bǔ)貼制度、建立職務(wù)與職級(jí)并軌的晉升機(jī)制；黑龍江省政府層面上細(xì)化黑龍江省基層公務(wù)員考核制度、強(qiáng)化黑龍江省公務(wù)員分類(lèi)培訓(xùn)體系；社會(huì)層面上增進(jìn)家庭支持、在政府引導(dǎo)下建立正確的社會(huì)價(jià)值觀等。
[Abstract]:Grass-roots government is the administrative organ which is closest to the people and serves the masses directly. It is an important bridge and link between the Party and the government and the masses of the people. Grass-roots civil servants are the concrete executors of the various systems, principles and policies of the Party and the state, and the basic human resources guarantee for the smooth operation of the grass-roots government departments. Their comprehensive quality and working conditions will directly affect the administrative efficiency and effectiveness of the grassroots. Have a very important position. In our country, 90% of the civil servants are below the section level and 60% of the cadres work in the grass-roots organs below the county level. How to make the grass-roots civil servants have the same space for career development and channels for promotion as the ordinary cadres, is the problem that needs to be solved in the construction of the civil service system. The report of the 18th Party Congress also proposed to deepen the reform of cadre and personnel system and to build a cadre of high quality ruling cadres. In order to better build Heilongjiang Province, attract grass-roots civil servants to stay at the grass-roots level, build grass-roots units, and provide high-quality public goods and public services to the society, we need to study the professional development of grass-roots civil servants in Heilongjiang Province. To find out the main factors that affect the professional development of grass-roots civil servants, and then to ensure the professional development of grass-roots civil servants. Therefore, this paper attempts to take the basic civil servants in Heilongjiang Province as an example to study and discuss the situation of their professional development, hoping to perfect the government departments. Human resources management, tapping the potential of grass-roots civil servants, improving the service capacity and quality of grass-roots civil servants play a certain role. First of all, this paper introduces the relevant theoretical achievements of grass-roots civil servants' career development at home and abroad, and gives a comprehensive explanation of the specific definition of grass-roots civil servants and the relevant theories of career development. In order to break through the obstacles in the career development of the grass-roots civil servants in Heilongjiang Province, this paper summarizes the main influencing factors in the process of the career development of the grass-roots civil servants, and tries to explain the factors affecting the development of civil servants in a complete way. By using Spss17.0, combined with the analysis of the investigation results of the basic units in six counties and districts of Heilongjiang Province, the key factors and specific influences on the professional development of the grass-roots civil servants in Heilongjiang Province are summarized. And then put forward more targeted personal level, government level and social level of specific countermeasures. At the individual level, we should make clear the self-understanding of grass-roots civil servants, establish and perfect the career management system of grass-roots civil servants: at the national level, we should establish a reasonable wage system and a subsidy system, and establish a promotion mechanism in which posts and ranks can be promoted along the same track; At the level of Heilongjiang provincial government, the assessment system of civil servants at the grass-roots level in Heilongjiang Province is refined, and the classified training system of civil servants in Heilongjiang Province is strengthened. At the social level, the family support is enhanced, and the correct social values are established under the guidance of the government.
【學(xué)位授予單位】：東北林業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630.3

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本文編號(hào)：2019491