陕西省属文化事业单位转企改制人员分流安置研究

发布时间：2018-02-24 17:42

本文关键词： 文化事业单位转企改制人员分流安置政策建议　出处：《长安大学》2015年硕士论文　论文类型：学位论文

【摘要】：文化事业单位转企改制人员分流安置,是文化单位管理体制和人事制度改革所带来的必然结果,是文化体制改革无法回避的问题。人员分流安置,作为转企改制的重要一环,不是简单的将人推向社会,不能“分而不管”,而是要充分掌握分流人员的构成、规模、途径和成本,妥善安排安置的机构、政策等,全面保障实现“分而安”和“分而管”才是重中之重。然而,在实际进程中,面对沉重的“包袱”和巨大成本,在短暂的过渡期内,新改制企业凭借自身无法轻装上阵,加之事业单位观念和利益固化,人力管理制度等相关改革滞后,政策衔接不到位,分流人员将面临巨大现实问题,文化事业单位转企改制中的人员分流安置问题暴露于当下。总之,文化事业单位改制人员分流安置是一个棘手而又牵涉面广的工作,如果人员得不到有效合理的分流安置,其合法权益得不到有效保障,不仅影响国家文化体制改革的顺利进程,还会影响整个社会的稳定和发展。本文研究围绕陕西八大省属文化事业单位,结合转企改制这一研究热点和人员分流安置这一难点,遵循研究缘起——理论分析—实践把握—先进借鉴—政策建议的逻辑进路布局文章结构。各章研究纲要如下:第一部分是论文的缘起,是本文的绪论部分,奠定了全文研究视角和分析角度。第二部分本文的理论基础部分,主要梳理了有关文化事业单位人员分流安置的相关概念。并从人力资源管理理论、博弈理论等理论基础出发,为本文研究奠定理论基础。第三部分是实证研究部分(本文的第二、三、四章),选取陕西省属文化事业单位作为研究对象。从政策体系、人员规模、财政投入和分流途径四大方面主要论述基本背景,总结两大主导模式和改制前后效果,从中概括陕西省省属文化事业单位人员分流安置的现状,进而分析其中存在问题及原因分析。通过分析国内文化体制改革试点城市中人员分流安置工作的实践做法,总结了北京等先进做法,并提出对陕西省的几点启示。第四部分是本文的研究结论,提出了完善陕西省文化体制改革人员分流安置的对策建议。提出了“政策+利益+配套+绩效评价”于一体的四大保障机制。
[Abstract]:Cultural institutions into enterprises personnel shunt placement, is the inevitable result brought by the cultural institutions management system and personnel system reform, is the reform of the cultural system can not be avoided. The resettlement of the employees, as an important part of the reform, not simply pushed people to the society, not "no matter", but to fully grasp, triage personnel scale, ways and cost, proper arrangements for the organization, policies, implementation of comprehensive protection "and" and "and" is the priority among priorities. However, in the actual process, the face of heavy burden and huge cost, in the transition period in short, the new restructuring of enterprises with their own institutions and cannot go, ideas and interests curing, lags behind the reform of human management system, policy convergence is not in place, triage personnel will face great realistic problems, cultural institutions A restructuring of personnel resettlement problems exposed in the present. In conclusion, cultural institution personnel shunt placement is a difficult and involves a wide range of work, if the staff is not effective and reasonable shunt placement, the legitimate rights and interests are not effectively protected, not only affects the smooth process of national cultural system reform. Will also affect the stability and development of the whole society. This paper studies around eight Shaanxi provincial cultural institutions into enterprises, combining the research focus and the difficulty of personnel shunt placement, according to the research origin, theoretical analysis and practice to grasp the advanced reference - policy recommendations of the logic layout of the structure of the paper. The research outline is as follows: the first part is the origin, is the introduction of this paper, this paper laid a research perspective and analysis perspective. The theory part of the second part of this paper, mainly comb The relevant concepts about cultural institutions and personnel shunt placement. From the human resources management theory, game theory and other theoretical basis, lay the theoretical foundation for this research. The third part is the empirical research part (the second, third, four chapter), belongs to the cultural institutions in Shaanxi province were selected as the research object. From the policy system. The size of staff, financial investment and shunt pathway four aspects discusses the basic background, summarize the effect before and after the two leading mode and restructuring, summed up the status quo of Shaanxi provincial cultural institutions in the resettlement, and then analyzes the existing problem and reason analysis. Through the analysis of the practice of personnel system reform in the domestic cultural pilot city resettlement the summary of Beijing advanced practice, and puts forward some enlightenment to Shaanxi province. The fourth part is the conclusion of this study, put forward to perfect The countermeasures and suggestions for the diversion and resettlement of the cultural system reform personnel in Shaanxi province. The four guarantee mechanism of "policy + Interest + supporting + performance evaluation" is put forward.

【学位授予单位】：长安大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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