专业技术类公务员激励机制研究

发布时间：2018-06-14 22:37

本文选题：专业技术类公务员 + 激励　；参考：《华东政法大学》2014年硕士论文

【摘要】：全球化时代的到来对我国政府管理能力提出了巨大的挑战。建设一支高效、稳定的公务员队伍是提高公共管理水平的重要前提。2006年，我国出台了《公务员法》对公务员制度和公务员管理的各个环节进行了规定。但公务员内部不分类别、不论职位，统一采取一种激励方式的状态依旧没有从根本上改变。这导致从事机关非主体业务的专业技术类公务员由于工作绩效难以量化，工作成果难以得到领导重视等多种原因，技术水平、工作能力得不到客观的评价，晋升空间和薪酬阶梯狭窄。相比技术型企业，公务员中的中、高级专业技术类人才的收入待遇偏低，技术职称不被认可，这严重挫伤了技术人才的工作积极性，导致部分专业技术类公务员心态不平衡，一些单位专业技术类公务员人才流失情况严重。专业技术类公务员的流失给政府带来了巨大的技术流失和经济损失并损害了公众利益。因此，政府要花大力气设计好专业技术类公务员的激励机制,留住和吸引优秀的人才，，激发专业技术类人才的工作积极性，提高其工作效率。不同工作内容、技术特点专业技术类人才具有不同的需求，适合不同的发展路径。因此，要做好激励工作，首先要对不同类型的专业技术类公务员进行区分归类，根据其特性选取相应的激励因素，采取不同的激励方式。笔者尝试以此为切入点，在总结前人激励理论的研究成果的基础上，探讨专业技术类公务员特点，分析专业技术类公务员激励现状、存在的问题，提出基于进一步完善公务员分类管理的专业技术类公务员激励的具体措施。研究结论对我国专业技术类公务员的激励具有一定的参考价值。
[Abstract]:The arrival of the globalization era has posed a great challenge to the management ability of our government. Building an efficient and stable civil service is an important prerequisite to improve the level of public administration. In 2006, the Civil servant Law was issued in our country to regulate the civil servant system and every link of the civil servant management. However, there is no fundamental change in the state of adopting a single incentive mode within civil servants, regardless of their positions. As a result, professional and technical civil servants engaged in the non-principal business of the organs are unable to get an objective evaluation of their technical level and working ability because of the difficulty in quantifying their work performance and the difficulty in getting the leadership's attention to the results of their work. The promotion space and salary ladder are narrow. Compared with the technical enterprises, the income of the senior professional and technical talents is low, and the technical titles are not recognized. This seriously dampens the enthusiasm of the technical talents and leads to the imbalance of the mentality of some professional and technical civil servants. Some units of professional and technical civil servants serious brain drain. The loss of professional and technical civil servants brings huge loss of technology and economy to the government and damages the public interests. Therefore, the government should make great efforts to design the incentive mechanism of professional and technical civil servants, retain and attract outstanding talents, stimulate the enthusiasm of professional and technical talents, and improve their working efficiency. Different work content, technical characteristics, professional and technical talents have different needs, suitable for different development paths. Therefore, in order to do well in incentive work, we must first distinguish and classify different types of professional and technical civil servants, select the corresponding incentive factors according to their characteristics, and adopt different incentive methods. The author tries to use this as a starting point, on the basis of summarizing the previous research results of incentive theory, discusses the characteristics of professional and technical civil servants, analyzes the current situation of professional and technical civil servants, the existing problems, This paper puts forward the specific measures of incentive for professional and technical civil servants based on the further improvement of classified management of civil servants. The conclusion has certain reference value for the encouragement of professional and technical civil servants in our country.
【学位授予单位】：华东政法大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D630.3

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