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论文编号：	8848
作者编号：	2120142608
上传时间：	2016/12/9 10:51:53
中文题目：	新生代公务员激励问题研究——以河西区市场监管局为例
英文题目：	The research on the Motivation of New Generation Civil servant——a Case Study of Hexi Market and Quality SupervisionAdministration
指导老师：	刘俊振
中文关键字：	新生代公务员 激励 人力资源管理 河西区市场和质量监督管理局
英文关键字：	New Generation Civil servant、Motivation、Hexi Market and Quality Supervision Administration
中文摘要：	近年来，随着公务员公开招考制度的广泛实行，大批新生代公务员进入了政府机关，逐渐成为国家各级机关公务员队伍的中坚力量，并且他们已经陆续走上管理岗位，承担起越来越多的责任和使命，而新生代公务员特殊的成长环境，以及他们自身的独特属性，决定了新生代公务员激励的特殊性。新生代公务员的激励既要确保公共管理职能的履行，又要关注公平，帮助其实现自我价值。 我国公务员管理正逐步从传统的人事管理向战略性人力资源管理过渡，公务员激励机制的完善也取得了较好的效果。但现行的公务员激励机制仍存在就较多问题，一是激励理念落后，集中表现在任人唯亲、按资排辈；二是激励制度不完善，《公务员法》的实施只有十余年，相关配套政策出台时间更短，甚至许多制度都没有实施细则，这也造成了激励手段单一的问题；三是激励环境不成熟，主要表现在整个公务员队伍没有形成竞争的意识。 本文以天津市河西区市场和质量监督管理局新生代公务员为研究对象，通过参考国内外优秀经验成果，收集整理资料、深入开展研究，以“以人为本、公开公平公正、依法办事”为原则，对新生代公务员激励机制从工作激励、薪酬激励、发展激励、环境激励四个方面进行了优化设计，并通过监督体系、领导力和调研反馈的三种方式予以保障。 相比较于企业员工和国外公务员激励机制的研究，我国公务员的研究还处于起步阶段，研究有其自身的特殊性和重要性。本文选取新生代公务员这一群体，对我国的公务员激励理论进行了极其有限的研究，希望有机会构建科学、完善、普遍适用的公务员激励机制。
英文摘要：	In recent years, with the widespread practice of public civil service recruitment system, a large number of new generation of civil servants in the government organs, gradually become the backbone of the state organs at all levels of civil servants, and they have gone to management positions, to assume more and more responsibility and mission, and the new generation of civil servants in the special growth environment, as well as their unique attributes the particularity of the new generation of civil servants incentive. The motivation of the new generation of civil servants is not only to ensure the performance of public management functions, but also to pay attention to equity, to help them realize their self value. China's civil service management is gradually from the traditional personnel management to strategic human resource management transition, the civil service incentive mechanism has also achieved good results. But the current incentive mechanism of civil servants still exists many problems, one is the motivation behind the idea, focus on nepotism, according to seniority; two is the incentive system is not perfect, the implementation of "civil law" only ten years of relevant supporting policies and even shorter time, many systems are no implementation details, which also caused the problem of single incentives; three is the incentive environment is not mature, mainly in the whole civil servants did not form a sense of competition. This paper takes Tianjin city of Hexi District market and quality supervision and Management Bureau of the new generation of civil servants as the research object, through the excellent experience of reference to domestic and foreign achievements, collected data, in-depth research, to the "people-oriented, open and fair, in accordance with the law" principle, the new generation of the incentive mechanism of civil servants from the work motivation, salary incentive, incentive, development environmental motivation four aspects of optimization design, and through the three ways of supervision system, leadership and research feedback to be protected. Compared to the research on the incentive mechanism of enterprise employees and foreign civil servants, the research of civil servants in our country is still in the initial stage, the research has its own particularity and importance. This article selects the new generation of civil servants this group, to our country's civil service incentive theory has been extremely limited research, hope to have the opportunity to build a scientific, perfect, universally applicable civil servant incentive mechanism.
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