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乡镇机关新录用公务员培育途径探析

时间:2019-02-21 12:32作者:曼切
本文导读:这是一篇关于乡镇机关新录用公务员培育途径探析的文章,随着我国的农村社会经济发展,全面建设社会主义新农村,努力解决发展不充分不平衡的问题,打好农村脱贫攻坚战,这些都对乡镇基层党政机关、单位提出了新的更高的要求。

  本篇文章目录导航:

【题目】乡镇机关新录用公务员培育途径探析
【第一章】乡镇年轻公务员培养模式研究绪论
【第二章】乡镇初任公务员培养现状调查及存在的问题
【第三章】乡镇初任公务员培养机制不足的原因分析
【第四章】完善乡镇初任公务员培养体制的对策
【结论/参考文献】乡镇新任公务员能力提升研究结论与参考文献

 

 摘 要

  
  随着我国的农村社会经济发展,全面建设社会主义新农村,努力解决发展不充分不平衡的问题,打好农村脱贫攻坚战,这些都对乡镇基层党政机关、单位提出了新的更高的要求。乡镇基层初任公务员作为服务农村的新鲜力量,是党和国家干部队伍建设的重要组成部分。乡镇机关初任公务员的人数、品质以及职能的履行,都对乡镇机关整体的公务员群体的质量以及机关的职能实施存在直接的效应。基层公务员培养使用机制形成以来,培养了一大批优秀人才,为我国经济和社会发展提供了人才保障,但当前基层公务员的培养使用机制在实行过程中还存在着诸多函待解决的问题。这些问题不仅影响着公务员的成长,也关乎党和国家基层干部的培养使用。因此,对完善基层公务员培养使用机制的研究具有相当重要的意义。
  
  本文以河南省 Q 县 2005 年机构改革以来乡镇机关新录用公务员为研究对象,运用问卷调查、访问座谈、查阅档案、数据分析等方法,了解该县初任公务员培养、流动、任用的情况以及晋升考取上级部门的情况,剖析了乡镇机关关于公务员招收和录取、培育方面出现的困境,并且依照人力资源管理理念,将公务员管理相关法律政策以及乡镇机关现实状况纳入考虑,专门对如何使得乡镇机关公务员招录以及管理更加完备的手段与方式进行了探究和讨论。其内容大致包括以下四部分:第一部分着眼于选择课题的目的,阐释了选择该课题的价值以及论述了与培养机制有关的理念,总结国内外公务员培养的经验和方式与论文涵盖的范围以及探究方式;第二部分论述了对 Q 县初任乡镇公务员培育的目前情况的调研,同时剖析了亟待解决的难题;第三部分剖析了对 Q 县初任乡镇公务员培养机制存在影响的原因,主要从制度、环境、个人素质等三大部分去分析;第四部分根据实际情况结合因素提出具体的、对应的对策,做出了结论。
  
  本文在借鉴前人研究成果的基础之上,有以下两个方面的创新。

乡镇机关新录用公务员培育途径探析

  
  一、研究对象和选题的创新。

       尽管国内外关于政府雇员培养管理的理论和研究己较为丰富,但多数是针对整个公务员队伍的分析,鲜有学者针对基层年轻公务员这一庞大群体的研究。而且落后的管理理念使得公务员群体难以将较为新颖的与公共人力资源管理有关的观念纳入考虑,难以处理关于公务员职业规划的路径难题。因此,如今亟待解决的问题是着眼于公共人力资源管理方面,采取相应的手段和措施完善乡镇初任公务员的培育制度。
  
  本论文旨在填补研究乡镇初任公务员此类特殊的队伍的培育制度理念以及实际应用的匮乏,有助于探究并且改善初任公务员培育制度,并且给予公共部门较为新颖的评估方式与手段来进行公务员培育以及管理工作。
  
  二、研究方法的创新。

       除了运用问卷调查、访谈、实地查阅资料等传统方法外,本研究试图结合专业统计分析工具,运用互联网和数据分析工具对采集到的数据进行数据分析和数据挖掘,简明直观的呈现研究对象的现状和发展趋势。用数据说话,从宏观上为决策者提供参考。
  
  关键词: 初任公务员,培养机制,人力资源管理。
  

  ABSTRACT

  
  system, administrative culture, social capital and so on; the fourth part is the research of this article Focuson the status quo mainly for specific and operational implementation of the measures and steps to makeconclusions and prospects.
  
  Based on the previous research results, this article has the following two aspects of innovation.
  
  First, the research object and topic innovation. Although there are abundant theories and researches ongovernment employee training at home and abroad, most of them are directed at the analysis of the wholecivil servant team. Few scholars study the large group of grassroots young civil servants. Moreover, due tothe influence of traditional management concepts, the advanced concept of public HRM can not beimported into the civil service and the path of civil servants' development can not be solved. Therefore,starting from the perspective of human resources management in the public sector, it has become an urgentresearch task to improve the training mechanism of newly appointed civil servants.
  
  The purpose of this paper is to fill the gaps in the theory and practice of researching the trainingmechanisms for the newly recruited civil servants at the grassroots level, to provide useful enlightenmentfor exploring and perfecting the training mechanism for the newly recruited civil servants and to provideinnovative ideas and methods for the training and management of public servants in the public sector .
  
  Second, the research methods of innovation. In addition to using traditional methods such asquestionnaires, interviews and site visits, this study attempts to combine data analysis and data mining withInternet in combination with professional statistical analysis tools, with a concise and intuitive presentationof the charts The status quo and development trend of the object. Use data to speak, provide a reference fordecision-makers from a macro perspective.
  
  KEYWORDS:newly recruited Civil Servant, training mechanism, human resource managementWith the socio-economic development of our country, the building of a harmonious socialist society inall aspects and the economic development entering a new normal, all these have set new and higherdemands on party and government organs and grassroots units. The grassroots civil service as thegrass-roots service force at the grassroots level is an important part of the party and state cadre building.
  
  The number, quality and role played by the newly recruited civil servants in township organs also directlyaffect the quality of the civil servants throughout the township and government organs and the normaloperation of the organs. Since the formation of grass-roots civil servants' training and utilizationmechanism, they have trained a large number of excellent grassroots management personnel and providedhuman resources protection for the economic and social development in our country. However, there arestill many problems to be solved in the process of carrying out the training of grassroots civil servants.
  
  These problems have largely affected the growth of civil servants and to a certain extent affected thetraining and use of the party's and grassroots cadres in our country. Therefore, it is of great significance toimprove the research on the mechanism of training civil servants at grassroots level.
  
  This paper takes the newly recruited civil servants in township and town organs since the institutionalreform of Q County in Henan Province in 2005 as the research object, and uses the questionnaire survey,interviews, access to data and big data analysis to understand the situation of the initial civil servanttraining, Promotion of access to the higher authorities, the township government officials recruiting,training and the existence of the main problems at the same time the use of human resources managementtheory, combined with the actual situation of township agencies and civil servants management policies andregulations, targeted to explore and improve civil servants in township agencies Recruitment, managementmethods and measures. Mainly divided into four parts. The first part starts from the background of the topicselection. Firstly, it explains the significance of the topic selection, introduces the related concepts andtheories of the training mechanism, and analyzes the experiences and experiences of foreign civil servantsand the research content and research methods of the paper. The third part analyzes the reasons that affectthe mechanism of the early civil servants training in Q County, mainly from the three parts of civil servantThe purpose of this paper is to fill the gaps in the theory and practice of researching the trainingmechanisms for the newly recruited civil servants at the grassroots level, to provide useful enlightenmentfor exploring and perfecting the training mechanism for the newly recruited civil servants and to provideinnovative ideas and methods for the training and management of public servants in the public sector .
  
  Second, the research methods of innovation. In addition to using traditional methods such asquestionnaires, interviews and site visits, this study attempts to combine data analysis and data mining withInternet in combination with professional statistical analysis tools, with a concise and intuitive presentationof the charts The status quo and development trend of the object. Use data to speak, provide a reference fordecision-makers from a macro perspective.。
  
  KEYWORDS:newly recruited Civil Servant, training mechanism, human resource management

  目 录

  摘 要

  ABSTRACT

  目 录.

  第一章 绪论

  1.1 研究的背景和意义
  1.1.1 研究背景.
  1.1.2 研究意义.
  1.2 核心概念及理论基础
  1.2.1 培养机制的概念、内涵和外延.
  1.2.2 乡镇初任公务员的概念和特征.
  1.2.3 需求层次理论依据.
  1.2.4 职业管理理论依据.
  1.3 文献综述
  1.3.1 国内相关研究综述.
  1.3.2 国外相关研究综述.
  1.4 研究的思路和方法
  1.4.1 研究思路.
  1.4.2 研究方法.

  第二章 Q 县乡镇初任公务员培养机制现状调查及存在的问题 .

  2.1 调查问卷的相关设计
  2.1.1 调查目的.
  2.1.2 调查对象与范围.
  2.1.3 调查问卷的内容及设计.
  2.2 结构化访谈调查的设计
  2.3 Q 县乡镇初任公务员培养机制存在的问题现状 .
  2.3.1 单位对培养机制不重视,重使用、轻培养.
  2.3.2 乡镇行政部门人才培养机制、体制不完善.
  2.3.3 当前机制下对乡镇初任公务员帮扶、带动不足.

  第三章 Q 县乡镇初任公务员培养机制存在问题的原因分析 .

  3.1 传统的公务员管理制度加大了培养机制形成的难度
  3.1.1 公务员录用制度影响岗位适配.
  3.1.2 公务员绩效制度影响考核公平.
  3.1.3 公务员培训制度影响职业发展.
  3.2 消极的单位行政环境不利于形成积极的培养机制
  3.2.1 薪酬待遇偏低影响队伍稳定性.
  3.2.2 依赖型人际关系影响公平晋升.
  3.2.3 形式主义氛围影响工作积极性.
  3.3 乡镇初任公务员自身素质制约了培养机制的成效
  3.3.1 部分乡镇初任公务员的心理适应困难.
  3.3.2 部分乡镇初任公务员对环境适应困难.
  3.3.3 部分乡镇初任公务员对工作适应困难.

  第四章 完善 Q 县乡镇初任公务员培养机制的对策

  4.1 完善 Q 县乡镇初任公务员培养制度 .
  4.1.1 健全选拔录用机制.
  4.1.2 建立科学的绩效考核体系.
  4.1.3 建立完善的培训体系.
  4.2 在 Q 县构建健康和谐的单位行政环境 .
  4.2.1 适当提高基层公务员待遇.
  4.2.2 构建价值观一致的行政文化.
  4.2.3 创建有活力的工作氛围.
  4.3 引导乡镇初任公务员加强个人素质提高
  4.3.1 树立正确的就业观念.
  4.3.2 培养灵活的实践能力.
  4.3.3 合理的职业规划.

  第五章 结论

  参考文献

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