基于胜任力的丹东市公务员培训体系研究
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摘要
基于胜任力理论下的公务员培训体系的研究,源于在加强党的执政能力建设和构建和谐社会的新背景下,政府部门人力资源培训与开发建设工作也日益凸显其时代紧迫性和战略重要性。它是政府部门在现代社会日益高速发展的过程中,赢得有效地人力资源支持,领先时代潮流的关键所在。另外,随传统公务员培训体系的局限暴露,对它的创新发展的研究更是有着强烈诉求。至2003年胜任力在国内各领域研究的升温,基于胜任力理论下的公务员培训体系的研究问题是现代行政管理中倍受关注的热点问题。但本文绝不是赶时髦之作,这是结合丹东市政府部门人力资源开发与培训工作的实际,是提高丹东市政府公务员培训效能的一个务实选题。
绪论提出:本章结合最新的政策文件从当前公务员培训工作问题即公务员培训体系的创新发展未能与时代同步,出现功能弱化为切入点,探讨研究意义。进而结合当前国内外学界研究状况,提出开展胜任力理论与公务员培训融合研究,是当前改革发展公务员培训体系之所需,进一步阐明了本文研究的理论意义和社会价值。
第一章为相关概念理论综述,较为详细地分析和梳理了公务员培训的概念和胜任力理论,对胜任力理论在公务员培训领域的应用进行了详细的解读,为后面的论述奠定必要的基础。
第二章以丹东市公务员培训为案例,对丹东市公务员培训的基本情况作以介绍,分析丹东市公务员培训存在的问题并基于胜任力从表面问题更深层次的找出问题的归因。
第三章的内容主要是围绕丹东市公务员培训现状,根据国内外对公务员培训的研究成果,提出一套包括更新公务员培训的一些观念以提高胜任力为导向增强培训战略意识、基于胜任力强化培训需求分析、民主管理注重实效创新培训体系,旨在探讨出一些完善公务员培训体系的对策,以期在推动我国公务员培训体系创新发展方面有所裨益和启发。
第四章概要指出了基于胜任力是文章的框架核心,又强调了公务员能力素质的提升是一个动态、发展的过程,我们必须遵循前沿理论的发展和实践经验,解决公务员队伍建设中不断出现的新情况和新问题。
In the new background of the research of Dandong Civil Servant Training based on competence of the civil service training system, the strengthen ruling capability of party construction and building a harmonious society,the human resources training for government department and development increasingly highlight the great time urgency and strategic significance.It is the key point that the government achieves support of human resource effectively and get ahead with the trend of the times in the process of the growing high-speed development in modern society.In addition,with its innovative exposure for the limitations of traditional civil service training system, there is a great needs in the research of the development in creation.Up to 2003,competency in various areas of study heats up.The issue on the research of Servant Training based on the theory of competency has been a hot point that is paid more attention in modern administrative management.However,this article is not one showing fashion but a fact that the development of human resource is associated with training of the government in Dandong city.and it is a pragmatic topic that could improve the effects of Civil Servant Training in Dandong city.
Introduction puts forward that this chapter ,connected with the latest policy document ,explores the significance of the reseach from the cuerent issue of servant training mentioning that the creative development in the system of the servant training failed to keep pace with the times and there is a weak function.On the other hand,it comes up with the idea that with the current researching situation at home and abroad,researching the competency theory mixed with servant training is needed in the development and revolution of the system in servant training,which clarifies the theoretical significance and the social value.
The first chapter is a overview of relative concepts.For one thing,it in analysises the concepts of civil servant training and competency theory in details and put them in order.For another,it also carefully explains the application of competency theory in the field on civil servant training , which provides a necessary basis for the latter interpretation.
The second chapter puts the civil servant training as a case.It introduces the fundamental situation of the civil servant training in Dandong,analysis the problems existed in the civil servant training in Dandong,and find the final reason of the problems based on competency theory from surfacial problems to futher ones.
In the third chapter, surrouded with the current situation of civil servant training in Dandong and according to the results in civil servant training at home and abroad,a set of opinions, including the update of civil servant system,are put forward.The opinions make enhancing competence a guide to improve stategical realisation,strengthen the analysis of the training needs and democratic management based on competence,and pay attention to the effective creation of training system.All of these aim to explore and find out some perfect solutions to the civil servant training system so as to have some benefits and inspiration in pushing the creative development of the civil servant training in our country.
The fourth chapter puts forward that because competence is the centre of this article,and emphasises that the enhance of the qualification for civi servants’competence is an active and evolutive process,we must follow the development of frontier theory and practical experience to solve the new problems and situations appearing constantly in the construction of the civil servants.
绪论提出:本章结合最新的政策文件从当前公务员培训工作问题即公务员培训体系的创新发展未能与时代同步,出现功能弱化为切入点,探讨研究意义。进而结合当前国内外学界研究状况,提出开展胜任力理论与公务员培训融合研究,是当前改革发展公务员培训体系之所需,进一步阐明了本文研究的理论意义和社会价值。
第一章为相关概念理论综述,较为详细地分析和梳理了公务员培训的概念和胜任力理论,对胜任力理论在公务员培训领域的应用进行了详细的解读,为后面的论述奠定必要的基础。
第二章以丹东市公务员培训为案例,对丹东市公务员培训的基本情况作以介绍,分析丹东市公务员培训存在的问题并基于胜任力从表面问题更深层次的找出问题的归因。
第三章的内容主要是围绕丹东市公务员培训现状,根据国内外对公务员培训的研究成果,提出一套包括更新公务员培训的一些观念以提高胜任力为导向增强培训战略意识、基于胜任力强化培训需求分析、民主管理注重实效创新培训体系,旨在探讨出一些完善公务员培训体系的对策,以期在推动我国公务员培训体系创新发展方面有所裨益和启发。
第四章概要指出了基于胜任力是文章的框架核心,又强调了公务员能力素质的提升是一个动态、发展的过程,我们必须遵循前沿理论的发展和实践经验,解决公务员队伍建设中不断出现的新情况和新问题。
In the new background of the research of Dandong Civil Servant Training based on competence of the civil service training system, the strengthen ruling capability of party construction and building a harmonious society,the human resources training for government department and development increasingly highlight the great time urgency and strategic significance.It is the key point that the government achieves support of human resource effectively and get ahead with the trend of the times in the process of the growing high-speed development in modern society.In addition,with its innovative exposure for the limitations of traditional civil service training system, there is a great needs in the research of the development in creation.Up to 2003,competency in various areas of study heats up.The issue on the research of Servant Training based on the theory of competency has been a hot point that is paid more attention in modern administrative management.However,this article is not one showing fashion but a fact that the development of human resource is associated with training of the government in Dandong city.and it is a pragmatic topic that could improve the effects of Civil Servant Training in Dandong city.
Introduction puts forward that this chapter ,connected with the latest policy document ,explores the significance of the reseach from the cuerent issue of servant training mentioning that the creative development in the system of the servant training failed to keep pace with the times and there is a weak function.On the other hand,it comes up with the idea that with the current researching situation at home and abroad,researching the competency theory mixed with servant training is needed in the development and revolution of the system in servant training,which clarifies the theoretical significance and the social value.
The first chapter is a overview of relative concepts.For one thing,it in analysises the concepts of civil servant training and competency theory in details and put them in order.For another,it also carefully explains the application of competency theory in the field on civil servant training , which provides a necessary basis for the latter interpretation.
The second chapter puts the civil servant training as a case.It introduces the fundamental situation of the civil servant training in Dandong,analysis the problems existed in the civil servant training in Dandong,and find the final reason of the problems based on competency theory from surfacial problems to futher ones.
In the third chapter, surrouded with the current situation of civil servant training in Dandong and according to the results in civil servant training at home and abroad,a set of opinions, including the update of civil servant system,are put forward.The opinions make enhancing competence a guide to improve stategical realisation,strengthen the analysis of the training needs and democratic management based on competence,and pay attention to the effective creation of training system.All of these aim to explore and find out some perfect solutions to the civil servant training system so as to have some benefits and inspiration in pushing the creative development of the civil servant training in our country.
The fourth chapter puts forward that because competence is the centre of this article,and emphasises that the enhance of the qualification for civi servants’competence is an active and evolutive process,we must follow the development of frontier theory and practical experience to solve the new problems and situations appearing constantly in the construction of the civil servants.
引文
②邓崧.电子政务价值评估[ M].北京:人民出版社,2008:15
①郗春嫒.公务员培训模式的比较及其路径借鉴[J].2006(4):171
①鲍静.政府部门人力资源开发[M].北京:清华大学出版社,2005:115
①李和中.21世纪国家公务员制度[M].武汉:武汉大学出版社,2005:309
①张柏林.《中华人民共和国公务员法》教程[M].北京:党建读物、中国人事出版社,2005:25、225
①McClelland ,D C.Testing for competence rather than for intelligence[J].American Psychologist,1973(28)
①崔元元.提升公务员胜任力之培训需求分析研究[D].硕士学位论文.首都经贸大学.2009
①才华.基于胜任力的上海市公务员培训模式研究——以上海市政府机关公务员培训为例[D].硕士学位论文,上海交通大学,2007
②于佳朋.高端培训师手册[M].广东经济出版社,2004:4
①辽宁省人事厅组编.创新能力培训教程[M].沈阳:辽宁大学出版社,2007:2
①[美]戴维.奥斯本,彼得.普拉斯特里克.政府改革手册:战略与工具[M].北京:中国人民大学出版社,2004:540
①余凯成等.人力资源管理[M].大连:大连理工大学出版社,1997:131
②徐东华,王洋.中外公务员培训发展趋势及相关思考[J].北京电子科技学院学报.2007(15):26
①刘俊.对香港公务员制度的思考[J].科技创新导报,2009(28):184
①张泰峰,Eric Reader.公共部门人力资源管理[M].郑州:郑州大学出版社,2004:152
①胡建平.胜任力职务分析与传统职务分析比较[J].人才开发.2007(5):27
①何丽君.公务员培训设计新视角——基于胜任力[J].中国人才,2009(9):64
①王强.政府管理创新读本[M].北京:中国人民大学出版社,2006:119
②王娟.以胜任力为核心的政府人力资源管理体系的构建[D].硕士学位论文,电子科技大学,2007
①吴志华.美国公务员制度的转型及其启示[J] .中国行政管理.2005(12):64
①周志龙.高级公务员培训工作创新研究[A](北京大学、国家行政学院MPA联合教育指导委员会办公室编,中国政府管理实践研究[C]).北京:国家行政学院,2008:400
[1]国家人事部.国家公务员通用能力标准框架(试行) [EB/OL].http ://www.mop.gov.cn,2007-04-20
[2]黄仁宗.当代西方市场化行政改革述评.天府论坛[EB/OL].www.028cn.com,2001/08/13
[3]佟宝贵.英国现行公务员绩效评估制度概述[EB/OL].http://zgrdxy. people-daily. com.cn/,2011/3/5
[4]中国丹东政府门户网站.丹东市部门简介[EB/OL] .http://www.dandong.gov.cn/,2011/3/3
[5]中国政府门户网站.2010-2020年干部教育培训改革纲要[DB/OL] http://www.gov.cn/jrzg/2010-08/17/
[6]中国政府门户网站.2010—2020年辽宁省人才发展规划[EB/OL].http ://www.gov.cn/gzdt/2010-07/25/
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[2] Pfefferj, Veigajf, Putting people fist for organizational success[J]. Academy of Management Executive, 1999.
[3] Sandberg J, Under standingHuman Competence at Work: An Interpretative Approach [J]. Academy of Management Journal 2000(43):9-25.
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[7]胡建平.胜任力职务分析与传统职务分析比较[J].人才开发,2007(5):27
[8]刘俊.对香港公务员制度的思考[J].科技创新导报,2009(28):184
[9]史美兰.案例教学应成为公务员能力培训的重要途径——哈佛和ENA案例教学有感[J].中国行政管理,2006(7):70
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[14]徐东华,王洋.中外公务员培训发展趋势及相关思考[J].北京电子科技学院学报,2007(15):26
[15]宇长春.基于胜任力的党政领导干部培训[J].中国人才,2006(4)
[1]周志龙.高级公务员培训工作创新研究[A](北京大学、国家行政学院MPA联合教育指导委员会办公室编,中国政府管理实践研究[C]).北京:国家行政学院,2008:400
[1]才华.基于胜任力的上海市公务员培训模式研究——以上海市政府机关公务员培训为例[D].硕士学位论文,上海交通大学,2007
[2]崔元元.提升公务员胜任力之培训需求分析研究[D].硕士学位论文.首都经贸大学,2009
[3]王娟.以胜任力为核心的政府人力资源管理体系的构建[D].硕士学位论文,电子科技大学,2007
[4]赵永生.以人为本视角下的我国公务员培训的有效性分析[D].硕士学位论文,兰州大学,2010
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[6]鲍静.政府部门人力资源开发[M].北京:清华大学出版社,2005:115
[7]邓崧.电子政务价值评估[M].北京:人民出版社,2008:15
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[9]李和中.21世纪国家公务员制度[M].武汉:武汉大学出版社,2005:309
[10]辽宁省人事厅组编.创新能力培训教程[M].沈阳:辽宁大学出版社,2007:2
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[13]于佳朋.高端培训师手册[M].广州:广东经济出版社,2004
[14]张柏林.《中华人民共和国公务员法》教程[M].北京:党建读物、中国人事出版社,2005:25、225
[15]张泰峰,Eric Reader.公共部门人力资源管理[M].郑州:郑州大学出版社,2004: 152
①郗春嫒.公务员培训模式的比较及其路径借鉴[J].2006(4):171
①鲍静.政府部门人力资源开发[M].北京:清华大学出版社,2005:115
①李和中.21世纪国家公务员制度[M].武汉:武汉大学出版社,2005:309
①张柏林.《中华人民共和国公务员法》教程[M].北京:党建读物、中国人事出版社,2005:25、225
①McClelland ,D C.Testing for competence rather than for intelligence[J].American Psychologist,1973(28)
①崔元元.提升公务员胜任力之培训需求分析研究[D].硕士学位论文.首都经贸大学.2009
①才华.基于胜任力的上海市公务员培训模式研究——以上海市政府机关公务员培训为例[D].硕士学位论文,上海交通大学,2007
②于佳朋.高端培训师手册[M].广东经济出版社,2004:4
①辽宁省人事厅组编.创新能力培训教程[M].沈阳:辽宁大学出版社,2007:2
①[美]戴维.奥斯本,彼得.普拉斯特里克.政府改革手册:战略与工具[M].北京:中国人民大学出版社,2004:540
①余凯成等.人力资源管理[M].大连:大连理工大学出版社,1997:131
②徐东华,王洋.中外公务员培训发展趋势及相关思考[J].北京电子科技学院学报.2007(15):26
①刘俊.对香港公务员制度的思考[J].科技创新导报,2009(28):184
①张泰峰,Eric Reader.公共部门人力资源管理[M].郑州:郑州大学出版社,2004:152
①胡建平.胜任力职务分析与传统职务分析比较[J].人才开发.2007(5):27
①何丽君.公务员培训设计新视角——基于胜任力[J].中国人才,2009(9):64
①王强.政府管理创新读本[M].北京:中国人民大学出版社,2006:119
②王娟.以胜任力为核心的政府人力资源管理体系的构建[D].硕士学位论文,电子科技大学,2007
①吴志华.美国公务员制度的转型及其启示[J] .中国行政管理.2005(12):64
①周志龙.高级公务员培训工作创新研究[A](北京大学、国家行政学院MPA联合教育指导委员会办公室编,中国政府管理实践研究[C]).北京:国家行政学院,2008:400
[1]国家人事部.国家公务员通用能力标准框架(试行) [EB/OL].http ://www.mop.gov.cn,2007-04-20
[2]黄仁宗.当代西方市场化行政改革述评.天府论坛[EB/OL].www.028cn.com,2001/08/13
[3]佟宝贵.英国现行公务员绩效评估制度概述[EB/OL].http://zgrdxy. people-daily. com.cn/,2011/3/5
[4]中国丹东政府门户网站.丹东市部门简介[EB/OL] .http://www.dandong.gov.cn/,2011/3/3
[5]中国政府门户网站.2010-2020年干部教育培训改革纲要[DB/OL] http://www.gov.cn/jrzg/2010-08/17/
[6]中国政府门户网站.2010—2020年辽宁省人才发展规划[EB/OL].http ://www.gov.cn/gzdt/2010-07/25/
[1] McClelland, D C.Testing for competence rather than for intelligence[J].American Psychologist,1973(28).
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