基于管理教练理论的基层公务员初任培训研究

发布时间：2018-04-02 03:30

本文选题：管理教练　切入点：基层公务员　出处：《辽宁师范大学》2015年硕士论文

【摘要】：自《中华人民共和国公务员法》出台后,公开招录制度随之日趋完善,更多具有综合素质高、思维活跃、潜力巨大等特点的新型人才先后进入公务员队伍。如何才能最大限度地挖掘基层公务员的潜能,更好地服务于广大人民群众是基层政府人事部门面临的首要任务。初任培训是公务员培训系统中最基础的培训环节,也是最重要的组成部分,它作为一种导向性的培训,对基层公务员今后的工作与发展尤为重要。目前我国对基层公务员初任培训的重要性认识尚未达到预期高度,仍存在诸多问题,这将直接影响到基层公务员初任培训的实效性。本文以管理教练理论为中心,就如何提高基层公务员初任培训的实效性进行初步探索,分为五个部分加以论述。第一部分,主要阐述了基层公务员初任培训相关概念,管理教练理论及其相关概念,指出管理教练理论对完善基层公务员初任培训具有的意义。管理教练理论有助于基层公务员明确职业发展目标、迅速适应工作环境、完成角色转换和实现自我发展。第二部分,主要是基于管理教练功能的四个维度展开研究,找出基层公务员初任培训存在的主要问题。问题主要包括:第一,基层公务员对初任培训的态度不端正;第二,基层公务员在心理层面对初任培训存在消极情绪;第三,基层公务员对自身职业发展不明确;第四,基层公务员对自我岗位认识不规范,这些问题的提出主要是通过调查问卷分析而获得的。第三部分,主要从管理教练理论角度出发分析了基层公务员初任培训存在问题的原因。原因主要包括:第一,初任培训缺少对基层公务员自我意识的启发;第二,初任培训缺少对基层公务员心理状态的支持;第三,初任培训缺少对基层公务员职业发展方面的引导;第四,初任培训缺少对基层公务员角色规范的确立。第四部分,主要在充分分析基层公务员初任培训存在问题的原因的基础上,以管理教练理论为支撑,提出针对性的对策。对策主要有:第一,增强基层公务员的自我意识,端正其对初任培训的态度;第二,构建交流互动平台,提供多元化的心理支持服务;第三,完善初任培训体系,重视基层公务员职业发展规划;第四,树立行为楷模,加强基层公务员角色规范意识。第五部分,主要介绍了自行设计的基于管理教练的基层公务员初任培训模型。模型共分为五部分,管理教练理论贯穿于模型的始终,从初任培训的准备工作需求分析开始一直到初任培训终止后的效果评估和反馈。
[Abstract]:Since the promulgation of the Civil servant Law of the people's Republic of China, the open recruitment system has become more and more perfect, with more comprehensive quality and active thinking. New types of talents with great potential have successively entered the civil service. How can we tap the potential of grass-roots civil servants to the maximum extent? Better serving the broad masses of the people is the primary task facing personnel departments of grass-roots governments. Initial training is the most basic training link and the most important part of the training system for civil servants. As a kind of guiding training, it is a kind of guiding training. It is particularly important for the future work and development of grass-roots civil servants. At present, the importance of the initial training of grass-roots civil servants in our country has not reached the expected height, and there are still many problems. This will directly affect the effectiveness of the initial training of grass-roots civil servants. This paper, centered on the theory of management coaches, makes a preliminary exploration on how to improve the effectiveness of the initial training of grass-roots civil servants, which is divided into five parts. The related concepts, the theory of management coach and the related concepts of the initial training of civil servants at the grass-roots level are mainly expounded. The paper points out the significance of the theory of management coach in improving the initial training of grass-roots civil servants. The theory of management coach is helpful to make clear the goal of career development, adapt quickly to the working environment, complete the role change and realize self-development. It is mainly based on the four dimensions of management coaching function to find out the main problems existing in the initial training of grass-roots civil servants. The main problems include: first, the attitude of grass-roots civil servants to the initial training is not correct; second, At the psychological level, grass-roots civil servants have negative feelings for initial training; third, grass-roots civil servants are not clear about their own professional development; fourth, grass-roots civil servants do not have a standardized understanding of their own posts. The third part mainly analyzes the reasons of the problems in the initial training of grass-roots civil servants from the perspective of management coach theory. The main reasons include: first, The initial training lacks the inspiration to the grass-roots civil servants' self-consciousness; second, the initial training lacks the support to the grass-roots civil servants' psychological state; third, the initial training lacks the guidance to the grass-roots civil servants' professional development; fourth, The fourth part, on the basis of fully analyzing the causes of the problems existing in the initial training of grass-roots civil servants, is supported by the theory of management coach. Put forward targeted countermeasures. The main countermeasures are: first, to enhance the self-awareness of grass-roots civil servants, to correct their attitude towards the initial training; second, to build an interactive platform to provide diversified psychological support services; third, Improve the initial training system, attach importance to the career development planning of grass-roots civil servants; fourth, establish a model of behavior, strengthen the awareness of the role of grass-roots civil servants. This paper mainly introduces the self-designed training model of grass-roots civil servants based on management coach. The model is divided into five parts, and the theory of management coach runs through the whole of the model. From the beginning of the training preparation needs analysis to the initial training after the end of the evaluation and feedback.
【学位授予单位】：辽宁师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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