【摘要】：我國(guó)的公務(wù)員制度自《公務(wù)員法》正式頒布以來(lái),已經(jīng)走過(guò)十幾年的歷史進(jìn)程。據(jù)國(guó)家統(tǒng)計(jì)局統(tǒng)計(jì)數(shù)據(jù)顯示,目前我國(guó)公務(wù)員總?cè)藬?shù)達(dá)716. 7萬(wàn)名,其中,基層公務(wù)員約占公務(wù)員總數(shù)的60%。作為基層政府的主要力量,基層公務(wù)員是連通上級(jí)政府和基層群眾之間“最后一公里”的關(guān)鍵人物,是中央各項(xiàng)政策在基層的執(zhí)行者,深刻影響著中國(guó)基層治理的現(xiàn)狀和未來(lái)。同時(shí),如何做好基層公務(wù)員的管理工作,也是我國(guó)干部人力資源管理方面的重要組成部分。選拔晉升是基層公務(wù)員關(guān)注的職業(yè)生涯規(guī)劃中的一個(gè)重要問(wèn)題,科學(xué)合理的選拔晉升機(jī)制,是對(duì)于基層公務(wù)員來(lái)說(shuō)最為行之有效的激勵(lì)方式。但是由于傳統(tǒng)的思想觀念、外部環(huán)境復(fù)雜、公務(wù)員晉升職位有限等原因,導(dǎo)致在傳統(tǒng)的晉升模式下,暴露出了種種問(wèn)題:比如基層公務(wù)員晉升渠道狹窄、監(jiān)督考核機(jī)制不健全、缺乏對(duì)基層公務(wù)員的職業(yè)生涯發(fā)展規(guī)劃等等問(wèn)題。這一系列的問(wèn)題勢(shì)必會(huì)導(dǎo)致基層公務(wù)員對(duì)工作的滿意度以及選拔晉升公平感降低,甚至對(duì)自身職業(yè)生涯發(fā)展喪失信心,所以探究符合實(shí)際的基層公務(wù)員選拔晉升機(jī)制,對(duì)于公務(wù)員管理體系的完善具有重要的意義,是建設(shè)法治社會(huì)、和諧社會(huì)和人才強(qiáng)國(guó)計(jì)劃的基礎(chǔ)。A縣位于河南省東北部,屬于欠發(fā)達(dá)縣城,建設(shè)一支優(yōu)秀的基層公務(wù)員隊(duì)伍對(duì)于A縣的經(jīng)濟(jì)社會(huì)發(fā)展有著極為重要的作用。本文首先對(duì)A縣公務(wù)員選拔晉升現(xiàn)狀從總量、年齡、學(xué)歷、任職年限、選拔晉升情況等方面做出綜合分析,并對(duì)A縣公務(wù)員選拔晉升的條件、程序等進(jìn)行界定。運(yùn)用訪談法,選定合適的訪談對(duì)象,采取定性與定量相結(jié)合的方法,對(duì)A縣現(xiàn)行的晉升模式進(jìn)行綜合評(píng)價(jià),找出優(yōu)點(diǎn)、存在的問(wèn)題并分析產(chǎn)生問(wèn)題的原因。通過(guò)多角度的分析,提出完善A縣基層公務(wù)員選拔晉升方面問(wèn)題的對(duì)策,以期能夠?qū)縣基層公務(wù)員選拔晉升工作的完善提供參考,進(jìn)而為A縣經(jīng)濟(jì)社會(huì)的發(fā)展,人民生活水平的提高貢獻(xiàn)力量。
[Abstract]:Since the promulgation of the Civil servant Law, China's civil servant system has gone through a history of more than ten years. According to statistics from the National Bureau of Statistics, the total number of civil servants in China now stands at 716. Among them, grass-roots civil servants accounted for about 60000 of the total number of civil servants. As the main force of the grass-roots government, the grass-roots civil servant is the key person who connects the superior government and the grassroots masses "the last kilometer", and is the executor of all the policies of the central government at the grass-roots level, which deeply affects the present situation and future of the grass-roots governance in China. At the same time, how to do a good job in the management of grass-roots civil servants is also an important part of human resource management of cadres in China. Selection and promotion is an important issue in the career planning of grass-roots civil servants. A scientific and reasonable selection and promotion mechanism is the most effective incentive method for grass-roots civil servants. However, due to the traditional ideology, complex external environment, limited promotion of civil servants and other reasons, under the traditional promotion model, there are many problems exposed: for example, the promotion channel of grass-roots civil servants is narrow, the supervision and assessment mechanism is not perfect, Lack of basic civil servants career development planning and other issues. This series of problems will inevitably lead to lower job satisfaction and fairness in the selection and promotion of grass-roots civil servants, and even a loss of confidence in their own career development. Therefore, it is necessary to explore a mechanism for the selection and promotion of grass-roots civil servants that is in line with the actual situation. It is of great significance for the improvement of the civil service management system and is the foundation of the plan for building a society ruled by law, a harmonious society and a strong talent country. County A is located in the northeast of Henan Province and belongs to the underdeveloped county town. The construction of an excellent grass-roots civil service plays an extremely important role in the economic and social development of County A. This paper firstly makes a comprehensive analysis on the present situation of the selection and promotion of civil servants in County A from the aspects of total amount, age, educational background, service years, selection and promotion situation, and defines the conditions and procedures for the selection and promotion of civil servants in A County. By using the interview method, the suitable interview object is selected, and the method of combining qualitative and quantitative analysis is adopted to comprehensively evaluate the current promotion model in County A, to find out the advantages, the existing problems and to analyze the causes of the problems. Through multi-angle analysis, the paper puts forward the countermeasures to perfect the problems in the selection and promotion of grass-roots civil servants in County A, with a view to providing a reference for the improvement of the selection and promotion of civil servants at the grass-roots level in County A, and then for the economic and social development of County A. The improvement of the people's standard of living has contributed.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：D630.3

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