大連市政府雇員激勵問題研究
發(fā)布時間：2018-07-28 17:24
【摘要】：在經(jīng)濟全球化和社會經(jīng)濟大發(fā)展的今天,我國各級公共管理部門對于具有專業(yè)知識和實操技能的人才需求也與日俱增。自從2002年吉林省政府率先推行政府雇員制以來,全國許多地方紛紛效仿。通過合同雇傭的形式將政府急需的專業(yè)人才吸納到政府中來,為政府特殊的管理工作提供智力支持。2012年,大連市大力推動實施政府雇員制,以合同管理打破傳統(tǒng)用人制度,以專業(yè)資質(zhì)要求優(yōu)化了人力資源結(jié)構(gòu)。目前大連市政府雇員已涵蓋眾多政府行政部門和部分群團組織,同時也包含了城市管理、陵園管理、山林防火等事業(yè)單位。在物質(zhì)、精神、道德、制度等方面,對政府雇員進行必要和多重的激勵。本文以馬斯洛需求層次理論等激勵相關(guān)理論為理論基礎(chǔ),對國內(nèi)外部分地區(qū)政府雇員激勵情況加以總結(jié),為本文提供參考。并以大連市為例,對政府雇員激勵情況加以研究。通過對大連市的現(xiàn)狀加以梳理,總結(jié)成績,找出存在問題和不足,分析原因,借鑒國內(nèi)外的先進經(jīng)驗,探索解決問題的對策和建議。大連市政府雇員激勵也存在著諸如:考核程序混亂、績效評估主觀因素主導性強、薪酬獎勵不合理、自我實現(xiàn)的路徑狹窄等諸多問題。而沒有科學的人力資源規(guī)劃和工作分析、沒有充分利用合同指標和市場機制衡量工作業(yè)績、缺乏科學合理的薪酬獎勵體系、政府雇員法律地位不明晰等是造成這些問題的原因。通過對大連市的情況進行研究分析,同時借鑒國內(nèi)外的先進經(jīng)驗,筆者提出了完善政府雇員激勵的對策建議,即:加強對政府雇員的政策引導;建立雇員績效考核體系;完善薪酬相關(guān)的制度措施;綜合考慮雇員轉(zhuǎn)化為公務員的可能性;同時完善相關(guān)配套機制改革,比如建立政府雇員的社會福利保障體系等。一系列的對策初探,力求對大連市政府雇員激勵實施過程以及事后評估提出建議,從而對大連市現(xiàn)有的公共服務內(nèi)容進行補充完善,希望能對制定更加有效的政府雇員激勵措施有所啟發(fā)。
[Abstract]:With the economic globalization and the great development of social economy, the demands of public administration departments at all levels for talents with professional knowledge and practical skills are increasing day by day. Since 2002, Jilin provincial government first introduced the government employee system, many places in China have followed suit. In 2012, Dalian City vigorously promoted the implementation of the government employee system to break the traditional employment system by recruiting the government's much-needed professionals into the government, providing intellectual support for the government's special management work. The structure of human resources is optimized by professional qualification. At present, Dalian municipal government employees have covered many government administrative departments and some group organizations, but also include urban management, mausoleum management, mountain forest fire prevention and other institutions. Provide necessary and multiple incentives to government employees in material, spiritual, moral and institutional aspects. Based on Maslow's theory of hierarchy of demand, this paper summarizes the incentive situation of government employees in some regions at home and abroad, and provides a reference for this paper. And take Dalian city as an example, to the government employee incentive situation carries on the research. Through combing the present situation of Dalian, summing up the achievements, finding out the existing problems and deficiencies, analyzing the reasons, drawing lessons from the advanced experience at home and abroad, exploring the countermeasures and suggestions to solve the problems. There are many problems in employee motivation of Dalian Municipal Government, such as chaotic appraisal procedure, strong dominant subjective factors of performance evaluation, unreasonable salary reward, narrow path of self-realization and so on. These problems are caused by the lack of scientific human resource planning and job analysis, the lack of full use of contract indicators and market mechanisms to measure work performance, the lack of a scientific and reasonable compensation and reward system, and the lack of clarity of the legal status of government employees. By studying and analyzing the situation of Dalian city and drawing lessons from the advanced experience at home and abroad, the author puts forward some countermeasures and suggestions for perfecting the incentive of government employees, that is, strengthening the policy guidance to government employees, establishing the performance appraisal system of employees; Improve the system measures related to salary; consider comprehensively the possibility of employees being transformed into civil servants; at the same time, perfect the relevant supporting mechanism reform, such as the establishment of social welfare security system for government employees, and so on. A series of countermeasures are discussed in order to make suggestions on the process of employee incentive implementation and post evaluation of Dalian municipal government, so as to supplement and perfect the existing public service content in Dalian. Hopefully, it will inspire the development of more effective incentives for government employees.
【學位授予單位】：大連海事大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：D630.3
本文編號：2151041
[Abstract]:With the economic globalization and the great development of social economy, the demands of public administration departments at all levels for talents with professional knowledge and practical skills are increasing day by day. Since 2002, Jilin provincial government first introduced the government employee system, many places in China have followed suit. In 2012, Dalian City vigorously promoted the implementation of the government employee system to break the traditional employment system by recruiting the government's much-needed professionals into the government, providing intellectual support for the government's special management work. The structure of human resources is optimized by professional qualification. At present, Dalian municipal government employees have covered many government administrative departments and some group organizations, but also include urban management, mausoleum management, mountain forest fire prevention and other institutions. Provide necessary and multiple incentives to government employees in material, spiritual, moral and institutional aspects. Based on Maslow's theory of hierarchy of demand, this paper summarizes the incentive situation of government employees in some regions at home and abroad, and provides a reference for this paper. And take Dalian city as an example, to the government employee incentive situation carries on the research. Through combing the present situation of Dalian, summing up the achievements, finding out the existing problems and deficiencies, analyzing the reasons, drawing lessons from the advanced experience at home and abroad, exploring the countermeasures and suggestions to solve the problems. There are many problems in employee motivation of Dalian Municipal Government, such as chaotic appraisal procedure, strong dominant subjective factors of performance evaluation, unreasonable salary reward, narrow path of self-realization and so on. These problems are caused by the lack of scientific human resource planning and job analysis, the lack of full use of contract indicators and market mechanisms to measure work performance, the lack of a scientific and reasonable compensation and reward system, and the lack of clarity of the legal status of government employees. By studying and analyzing the situation of Dalian city and drawing lessons from the advanced experience at home and abroad, the author puts forward some countermeasures and suggestions for perfecting the incentive of government employees, that is, strengthening the policy guidance to government employees, establishing the performance appraisal system of employees; Improve the system measures related to salary; consider comprehensively the possibility of employees being transformed into civil servants; at the same time, perfect the relevant supporting mechanism reform, such as the establishment of social welfare security system for government employees, and so on. A series of countermeasures are discussed in order to make suggestions on the process of employee incentive implementation and post evaluation of Dalian municipal government, so as to supplement and perfect the existing public service content in Dalian. Hopefully, it will inspire the development of more effective incentives for government employees.
【學位授予單位】：大連海事大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：D630.3
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