本文選題：核心領(lǐng)導(dǎo)力　切入點：高級公務(wù)員　出處：《華中師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：如今,世界各國都面臨著不同的機遇與挑戰(zhàn),公務(wù)員作為各國政府行政管理的主體,行使著國家的行政權(quán)力,管理著國家的經(jīng)濟、文化、社會等事務(wù),其勝任力如何,直接關(guān)系到一國的興衰成敗。因此,加強公務(wù)員的勝任力培養(yǎng)已是大勢所趨。許多西方發(fā)達國家把提高公務(wù)員的勝任力作為迎接挑戰(zhàn)、增強競爭力的重要戰(zhàn)略。高級公務(wù)員作為各國公務(wù)員隊伍中的核心力量,履行著國家政策制定、戰(zhàn)略發(fā)展和國際事務(wù)處理等諸多重要職能,因此,不斷提高高級公務(wù)員的勝任力就成為各國公務(wù)員能力管理的重心。美、英、日等發(fā)達國家都先后開發(fā)出了適合自己國家高級公務(wù)員的勝任力模型。作為發(fā)達國家的一員,加拿大在公務(wù)員制度的制定和管理方面一直進行積極地探索和創(chuàng)新。2004年,加拿大在其之前制定的公務(wù)員領(lǐng)導(dǎo)力模型的基礎(chǔ)上進行了簡化和更新,制定出了“加拿大公務(wù)員核心領(lǐng)導(dǎo)力模型”(Key Leadership Competencies,以下簡稱KLC)。KLC模型里包含了適用于加拿大副部長以及EX級別的所有高級公務(wù)員的勝任力標(biāo)準(zhǔn),詳細制定了高級公務(wù)員的有效行為能力標(biāo)準(zhǔn)以及各級公務(wù)員通用的無效行為標(biāo)準(zhǔn)。加拿大各政府部門可以根據(jù)KLC模型進行高級公務(wù)員的甄選、績效管理、訓(xùn)練發(fā)展、接班人計劃、領(lǐng)導(dǎo)力發(fā)展項目、領(lǐng)導(dǎo)力自我評估等。加拿大通過對KLC模型的使用,有效地提高了包括高級公務(wù)員在內(nèi)的各級公務(wù)員的領(lǐng)導(dǎo)能力、戰(zhàn)略思維能力、管理能力、行為能力等,確保了政府各部門的高效運行,以及國家政治、經(jīng)濟、社會的健康發(fā)展。本文試圖通過梳理加拿大高級公務(wù)員制度、高級公務(wù)員核心領(lǐng)導(dǎo)力模型的相關(guān)內(nèi)容,并對其進行比較分析,探討其實際的應(yīng)用價值,從而能夠為我國黨政領(lǐng)導(dǎo)干部勝任力模型建構(gòu)、甄選與任用、績效管理、培養(yǎng)領(lǐng)導(dǎo)力等提供有益的參考。
[Abstract]:Nowadays, all countries in the world are faced with different opportunities and challenges. Civil servants, as the main body of government administration, exercise the administrative power of the country, manage the economic, cultural and social affairs of the country, and how competent they are. It is directly related to the success or failure of a country. Therefore, it is a general trend to strengthen the competence of civil servants. Many western developed countries regard improving the competence of civil servants as a challenge. Senior civil servants, as the core forces in the civil service of various countries, perform many important functions such as national policy formulation, strategic development and international affairs handling. Constantly improving the competence of senior civil servants has become the focus of civil servant competence management in various countries. The United States, Britain, Japan and other developed countries have successively developed competency models suitable for senior civil servants in their own countries. As a member of developed countries, Canada has been actively exploring and innovating in the development and management of its civil service. In 2004, Canada simplified and updated its previous civil service leadership model, The Canadian Civil Service Core leadership Model, key Leadership competencies, is developed, and the KLC).KLC model contains competency standards applicable to all senior civil servants at the Canadian Deputy Minister and ex level. The standards of effective capacity of senior civil servants and the general standards of ineffective conduct of civil servants at all levels are elaborated. According to the KLC model, various government departments in Canada can carry out the selection, performance management, training and development of senior civil servants. Succession planning, leadership development programs, leadership self-assessment, etc. Canada has effectively improved the leadership, strategic thinking, and management skills of civil servants at all levels, including senior civil servants, through the use of the KLC model. The ability of conduct ensures the efficient operation of various government departments and the healthy development of the country's politics, economy and society. This paper attempts to comb the relevant contents of the Canadian senior civil service system, the core leadership model of senior civil servants, and so on. It can provide a useful reference for the construction of competency model, selection and appointment, performance management, leadership training and so on.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D771.1

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