摘要
党的十八大和十八届三中全会都提出“创新社会治理体制”的新要求,这表明当前国家进行社会治理的时代背景和社会基础已经发生了不同以往的变化,就公共管理而言,这意味着需要进一步改变传统公共管理理念,而公共部门人力资源的管理无疑是改变传统公共管理理念的关键。因此,我国要在公共部门人力资源管理方面有所创新,就需要构建能够适应和促进社会经济发展的公共部门人力资源管理体系。
新公共管理(NPM简称为New Public Management,)是上世纪80年代之后兴起于欧美国家的新型公共行政理论与管理模式,同时也是当前英、美等西方国家关注度较高的有关公共管理改革的主要观点之一,这一方面与新公共管理理论吸收了现代经济学的理论基础、倡导政府等公共部门需要借鉴企业等营利部门的成功的管理机制有关,另一方面也与新公共管理理论重视公共管理部门人力资源在使用、工资等人力资源管理上采用更为有弹性且有成效的管理模式有关。
本研究以新公共管理理论为视角,对当前公共管理部门中人力资源管理机制进行研究,提出在创新社会治理体制前提下,进一步提升公共部门中的人力资源管理需要借鉴企业中人力管理的激励机制,这不仅具有一定的理论依据,同时还具有现实的可行性。
本文主要包括以下几部分,具体内容如下:
第一部分为绪论部分。绪论部分着重对本文一研究背景与研究意义进行交代,对内外研究现状进行综述,对主要研究内容与主要研究方法进行介绍并对本研究重点与难点进行分析。
第二部分对新公共管理和公共部门人力资源管理进行了阐述与分析。首先,对新公共管理和公共部门人力资源管理的涵义进行了界定;其次,介绍了新公共管理运动的社会背景,阐述了新公共管理的基本内容;最后,指出了新公共管理视角下公共部门人力资源管理的新思路。通过对以上内容的分析,明确了新公共管理和公共部门人力资源管理的基本情况,并找到了两者的结合点,为本文的论述奠定基础。
第三部分结合当前社会治理创新的背景对我国公共部门人力资源管理的发展取得的成效和存在的问题进行分析,通过对现阶段公共管理部门人力资源管理的客观分析,指出我国公共部门人力资源管理方面存在的问题并进行了深入的分析。
第四部分是针对前文论述我国公共部门人力资源管理中存在问题的成因进行了分析,通过对原因的分析,为后文针对我国公共部门人力资源管理中存在问题所提的对策做好铺垫。
第五部分是在以上部分分析与论述的基础上,在新公共管理的导向下,在管理理念、管理制度和管理方式等方面进行创新,构建我国公共部门人力资源管理体系。本部分是新公共管理理论在我国公共部门人力资源管理的应用。
最后为全文总结部分。本部分内容在对全文主要观点总结分析基础上,提出新公共管理理论在创新社会治理体制下运用于提升公共部门人力资源管理乃至进一步创新当前公共部门人力资源管理体系,并对本研究中存在的不足与今后进一步研究进行思考。
关键词:新公共管理理论,公共部门,人力资源管理
ABSTRACT
The third plenary session of the 18 large and 18 are put forward "innovativesocial governance system" of the new requirements, which shows the currentbackground of countries and different social basis of social governance changes havetaken place in the past, it also implies the need further strengthening publicadministration, and human resources management in the public sector is undoubtedlythe main way to improve the management of various departments. So, how to thinkabout the management of public sector human resource management innovation inthe social vision, which became the current study of public administration urgentlyneeded to answer questions.
New Public Management (NPM referred to as New Public Management,) afterthe 1980s,the rise in the new management model of public administration theory andEuropean countries, the main point is also the current British, American and otherWestern countries concerned about the high degree of administrative reform one ofnew public management theory to absorb the theoretical basis of modern economics,government and other public sector mining advocacy needs to draw profit sectormanagement mechanisms, such as the success of the enterprise, the importance ofhuman resources in public administration on the use of human resources management,the use of wage more flexible and effective management。In this study, the newpublic management theory perspective, innovation and social governance systempremised on the current public administration in human resource managementmechanism to study, propose innovative social governance system under the premise,to further enhance the public sector human resource management needs learn fromthe enterprise workforce management incentives, which not only has a theoreticalbasis, but also has practical feasibility.
This paper consists of five parts, the specific content is as follows: The firstchapter is the introduction. The introduction part focuses on the background andsignificance of this article, the literature, the main research contents and the mainresearch methods, and difficulty focusing are described.
The second chapter is theoretical research. This section first analyzes thedevelopment of new public management theory applied in Western society,while themain content analysis of management theory, proposed in the impact analysis of thesetwo aspects of new public management theory and the influence of the application onthe basis of the current administration.
The third chapter with the current context of social governance of innovation inthe public sector human resource management problems in the analysis, this paperanalyzes the current social system of governance of the main problems faced by thepublic sector human resource management is lagging behind incentives arising theproblem, we believe that the current public sector management incentives theproblems highlighted in the following three aspects, namely, lack of promotionincentive system, rigid salary incentive system and evaluation of incentiveremuneration African standardization exists. Based on this proposed new publicmanagement in the use of innovative social governance provides the analysis ofpublic administration and human resources management in the significance andvalue.
The fourth chapter is the strategies for the application. On the basis of these twochapters discuss theoretical and practical issues on the part of the new publicmanagement theory focuses on the application of the public administration in ourcountry. The first part of the current public sector human resource management in thefeasibility and necessity of the use of new public management theory to analyze andhighlight the achievement of public sector human resource management innovationand social innovation in the governance system, especially human resourcemanagement needs to draw the incentive mechanism. Then the new publicmanagement theory in public administration human resource management withpeople use for analysis, then how will the new public management theory to humanresource management are discussed in this chapter concludes with publicadministrations draw private incentives of human resources manage specificmeasures in the current social governance innovation.
The fifth chapter is the full text summary section. This section summarizes themain points of the text of the analysis based on the proposed new public managementtheory in innovative social governance systems used to improve public sector humanresource management and even word into an innovative system of governance in thepublic sector current universality, and the lack of research exist and future researchthinking.
KEYWORDS : New Public Management Theory , Public Sector, HumanResource Management
目录
引言
(一)研究背景与意义
1 研究背景
2.研究意义
(二)国内外研究现状
1.国内研究现状
2.国外研究现状
(三)研究内容与方法
1.研究内容
2.研究方法
(四)研究重点与难点
一、新公共管理理论与公共部门人力资源管理
(一)相关概念的界定
1新公共管理
2.公共部门
3.人力资源管理
(二)新公共管理理论的发展与主要内容
1.新公共管理理论的发展
2.新公共管理理论的主要内容
(三)新公共管理视角下公共部门人力资源管理的新思路
二、我国公共部门人力资源管理中存在的问题
(一)人力资源管理理念滞后
1.竞争观念不足
2.法制观念薄弱
(二)人力资源管理中晋升制度不完善
1.上升通道较为单一
2.轮换岗位制度执行不到位
3.论资排辈现象普遍存在
(三)人力资源管理中酬薪制度僵化
1.公共部门人力资源管理中薪酬乱象
2.薪酬调整有失规范
3.薪酬分配不公现象存在
(四)人力资源管理中培训体系不完善
1.对个人需求的忽视
2.缺乏系统性的培训评估
3.培训的法律制度不健全
(五)人力资源管理中考核机制非规范化
三、我国公共部门人力资源管理中存在问题原因分析
(一)受传统人事管理制度与观念的影响
(二)人力资源管理制度建设薄弱
(三)人力资源管理技术和方法落后
四、新公共管理视角下提升公共部门人力资源管理对策
(一)更新公共部门人力资源管理理念
1.市场化的理念
2.重塑以人为本的新的管理理念
3.法制化理念
(二)完善激励机制并提升管理手段的科学性
(三)完善现有考核制度提升绩效考核
结论
参考文献
