县级以下公务员激励机制问题研究
发布时间：2019-05-19 10:25
【摘要】：改革开放以来我国的经济快速发展,社会发生着巨大的变化,公务员自身的需求也日益多元化,原有的公务员激励机制已经滞后。县级以下公务员的队伍庞大,人数占全国总公务员人数的三分之二,这一公务员群体的重要性和影响力显而易见,但是在县级以下的公共部门,存在着很多职位低且长期无法晋升,工资待遇低工作环境差,对工作缺乏热情且办事效率低,种种问题引起县乡公务员诸多不满和抱怨,部分县乡不断出现公务员主动申请辞职的行为。优秀的大学毕业生都不愿到基层单位工作,致使县乡留不住人才,公务员队伍较难注入新生力量,老龄化的情况就得不到解决。为了调动县级以下公务员的积极性,发挥其主观能动性,就需要有效的激励来引导,从而提高工作效率,更好更快的实现工作目标。但县乡公务员存在的各种问题就表明,激励机制的作用在县乡公务员的身上没有得到发挥。在今年一月份我国新出台了一项政策,是有关公务员职务职级和福利待遇的,目的是为了解决我国广大县乡公务员职务不升待遇不涨的问题,是为了对县级以下公务员在职务和待遇方面进行激励,调动其积极性,发挥其主动性更好的为公共事业服务,从而能够减轻县级以下公务员的不满情绪,使县乡公务员队伍获得更好的发展。但县级以下公务员的激励机制不仅仅只有职务晋升和薪酬方面的问题,在考核、培训、监督等其他方面还存在很多亟待解决的问题,是这一个政策所无法解决的。因此,就需要研究县级以下公务员激励机制各个方面存在的问题,对产生这些问题的原因进行分析,并找出相应的解决办法。本文首先掌握现有的激励理论,对我国县乡公务员的实际情况进行了解,认真找出县级以下公务员激励机制存在的问题,并对产生这些问题的原因进行分析,最后提出相应的解决对策,完善县级以下公务员的激励机制,更有效的发挥激励作用,保证县乡公务员队伍的有序发展。
[Abstract]:Since the reform and opening up, the economy of our country has developed rapidly, the society has undergone great changes, the needs of civil servants themselves are becoming more and more diversified, and the original incentive mechanism of civil servants has lagged behind. The number of civil servants below the county level is huge, accounting for 2/3 of the total number of civil servants in the country. The importance and influence of this group of civil servants is obvious, but in the public sector below the county level, There are many low positions and unable to be promoted for a long time, low wages and poor working environment, lack of enthusiasm for work and low efficiency, and various problems have caused a lot of dissatisfaction and complaints among civil servants in counties and townships. Some counties and townships continue to appear the behavior of civil servants applying for resignation on their own initiative. Outstanding college graduates are unwilling to work at the grass-roots level, resulting in counties and townships unable to retain talents, it is more difficult for civil servants to inject new forces, and the aging situation cannot be solved. In order to arouse the enthusiasm of civil servants below the county level and give full play to their subjective initiative, it is necessary to guide them effectively, so as to improve the work efficiency and achieve the work goal better and faster. However, the problems of county and township civil servants show that the role of incentive mechanism in county and township civil servants has not been brought into play. In January this year, China issued a new policy on the rank and welfare of civil servants, the purpose of which is to solve the problem of non-promotion and non-promotion of civil servants in the vast number of counties and townships in China. In order to encourage civil servants below the county level in terms of position and treatment, mobilize their enthusiasm, and give full play to their initiative to better serve public utilities, so as to alleviate the dissatisfaction of civil servants below the county level. So that the county and township civil servants to achieve better development. However, the incentive mechanism of civil servants below the county level is not only the problems of job promotion and salary, but also many problems to be solved in other aspects, such as assessment, training, supervision and so on, which can not be solved by this policy. Therefore, it is necessary to study the problems existing in all aspects of the incentive mechanism of civil servants below the county level, analyze the causes of these problems, and find out the corresponding solutions. This paper first grasps the existing incentive theory, understands the actual situation of the county and township civil servants in our country, seriously finds out the problems existing in the incentive mechanism of the civil servants below the county level, and analyzes the causes of these problems. Finally, the corresponding countermeasures are put forward to improve the incentive mechanism of civil servants below the county level, to give full play to the incentive role, and to ensure the orderly development of the county and township civil servants.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2480647
[Abstract]:Since the reform and opening up, the economy of our country has developed rapidly, the society has undergone great changes, the needs of civil servants themselves are becoming more and more diversified, and the original incentive mechanism of civil servants has lagged behind. The number of civil servants below the county level is huge, accounting for 2/3 of the total number of civil servants in the country. The importance and influence of this group of civil servants is obvious, but in the public sector below the county level, There are many low positions and unable to be promoted for a long time, low wages and poor working environment, lack of enthusiasm for work and low efficiency, and various problems have caused a lot of dissatisfaction and complaints among civil servants in counties and townships. Some counties and townships continue to appear the behavior of civil servants applying for resignation on their own initiative. Outstanding college graduates are unwilling to work at the grass-roots level, resulting in counties and townships unable to retain talents, it is more difficult for civil servants to inject new forces, and the aging situation cannot be solved. In order to arouse the enthusiasm of civil servants below the county level and give full play to their subjective initiative, it is necessary to guide them effectively, so as to improve the work efficiency and achieve the work goal better and faster. However, the problems of county and township civil servants show that the role of incentive mechanism in county and township civil servants has not been brought into play. In January this year, China issued a new policy on the rank and welfare of civil servants, the purpose of which is to solve the problem of non-promotion and non-promotion of civil servants in the vast number of counties and townships in China. In order to encourage civil servants below the county level in terms of position and treatment, mobilize their enthusiasm, and give full play to their initiative to better serve public utilities, so as to alleviate the dissatisfaction of civil servants below the county level. So that the county and township civil servants to achieve better development. However, the incentive mechanism of civil servants below the county level is not only the problems of job promotion and salary, but also many problems to be solved in other aspects, such as assessment, training, supervision and so on, which can not be solved by this policy. Therefore, it is necessary to study the problems existing in all aspects of the incentive mechanism of civil servants below the county level, analyze the causes of these problems, and find out the corresponding solutions. This paper first grasps the existing incentive theory, understands the actual situation of the county and township civil servants in our country, seriously finds out the problems existing in the incentive mechanism of the civil servants below the county level, and analyzes the causes of these problems. Finally, the corresponding countermeasures are put forward to improve the incentive mechanism of civil servants below the county level, to give full play to the incentive role, and to ensure the orderly development of the county and township civil servants.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
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