本文選題：公務(wù)員 + 公安局科技處�。� 參考：《大連理工大學(xué)》2007年碩士論文

【摘要】： 公務(wù)員制度是現(xiàn)代政府人事行政管理制度,我國(guó)自1993年才開始推行國(guó)家公務(wù)員制度。相對(duì)于西方發(fā)達(dá)國(guó)家,我國(guó)公務(wù)員制度的實(shí)施效果尚不理想。從形式上看,我國(guó)已基本具備了現(xiàn)代公務(wù)員制度框架,但制度體系本身并不配套,公務(wù)員隊(duì)伍的積極性、政府工作的效率都有待進(jìn)一步提高。現(xiàn)行的國(guó)家公務(wù)員制度是從2006年開始實(shí)施的,雖然存在眾多不足,需要不斷完善,但是,短時(shí)期并不會(huì)發(fā)生根本性的改變。本次研究擬在現(xiàn)有公務(wù)員法的基礎(chǔ)上,綜合運(yùn)用各種激勵(lì)理論,結(jié)合基層部門的實(shí)際情況設(shè)計(jì)針對(duì)性地激勵(lì)策略。 D市公安局科技處的員工,一方面屬于國(guó)家公務(wù)員,同時(shí)其成員屬于知識(shí)型人才,具有追求自主性、個(gè)體化、多樣化和創(chuàng)新精神的特點(diǎn),對(duì)公安系統(tǒng)的技術(shù)發(fā)展起著至關(guān)重要的作用。研究對(duì)這類知識(shí)型公務(wù)員的激勵(lì)策略,對(duì)于提高知識(shí)型公務(wù)員工作效率、改善科技處的管理和增強(qiáng)科技處的工作效能都具有重要的意義。 全文共分為六個(gè)部分。第一部分為緒論,主要介紹了研究背景、目的、意義和方法;第二部分介紹了激勵(lì)理論,強(qiáng)調(diào)了他們對(duì)激勵(lì)公務(wù)員的借鑒意義;通過對(duì)公務(wù)員制度實(shí)踐較為成功的幾個(gè)典型國(guó)家進(jìn)行比較,總結(jié)提煉出各自成功的經(jīng)驗(yàn)以及不足之處,引以為我國(guó)國(guó)家公務(wù)員激勵(lì)問題研究借鑒;第三部分介紹了D市公安局科技處的基本情況和在激勵(lì)實(shí)踐中存在的問題。第四部分分析了存在問題的原因和科技處員工的需求特點(diǎn)。第五部分,在分析科技處現(xiàn)有的權(quán)利和資源的基礎(chǔ)上,給出了針對(duì)科技處員工的激勵(lì)策略和手段。最后為論文的結(jié)論。
[Abstract]:The civil service system is the modern government personnel administration system, our country only began to carry out the national civil servant system since 1993. Compared with the western developed countries, the implementation of our civil service system is not ideal. From the formal point of view, our country has basically possessed the framework of modern civil service system, but the system itself is not matched, the enthusiasm of civil servants and the efficiency of government work need to be further improved. The current national civil service system has been implemented since 2006, although there are many shortcomings, need to be improved, but in a short period of time, there will not be fundamental changes. On the basis of the existing civil servant law, this study comprehensively applies various incentive theories and designs targeted incentive strategies in combination with the actual situation of grass-roots departments. The staff of the Science and Technology Department of the D City Public Security Bureau, on the one hand, belong to national civil servants, while their members belong to knowledge-based talents, with the characteristics of pursuing autonomy, individualization, diversification and innovative spirit. It plays an important role in the technical development of public security system. It is of great significance to study the incentive strategies for this kind of knowledge civil servants to improve the efficiency of the knowledge civil servants, to improve the management of the science and technology department and to enhance the work efficiency of the science and technology department. The full text is divided into six parts. The first part is the introduction, mainly introduces the research background, the purpose, the significance and the method, the second part introduces the incentive theory, emphasizes their reference significance to the incentive civil servant; Through the comparison of several typical countries which have been successful in the practice of the civil servant system, the author summarizes and abstracts their successful experiences and deficiencies, which can be used for reference in the study of the incentive problem of our country's national civil servants. The third part introduces the basic situation of Science and Technology Department of D City Public Security Bureau and the existing problems in incentive practice. The fourth part analyzes the reasons of the problems and the demand characteristics of the staff in the Department of Science and Technology. In the fifth part, on the basis of analyzing the existing rights and resources of science and technology department, the incentive strategy and means for the staff of science and technology department are given. Finally, it is the conclusion of the paper.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2007
【分類號(hào)】：D631.1

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