我国公务员考试录用的人才测评研究
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摘要
本文对我国公务员考试录用的人才测评进行了研究。随着每年报考公务员队伍的壮大,一个重要的课题摆在我们面前,那就是如何从中选拔出更加优秀的人才。目前在这方面我国还存在着测评方法过于单一、专业人才匮乏、理论研究滞后、测评技术相对薄弱等问题,这使得对其进行研究成为了一个必然。
本文以我国公务员考试录用制度和人才测评两个基本理论为基础,指出了公务员考试录用的人才测评中存在的问题,通过借鉴国外公务员考试录用的人才测评的相关理论与实践,试图总结出科学性、合理性和全面性的公务员考试录用制度,从而促进我国公务员队伍的稳定发展,最终提高我国政府公共管理水平和公共服务能力。
本文共分为四章,第一章阐述了我国公务员的内涵、公务员职位分类制度及公务员考试录用制度：第二章介绍了我国公务员考试录用的人才测评的概念、作用等方面,分析了国外公务员的人才测评现状；第三章详细阐述了我国公务员考试录用的人才‘测评并指出其中存在的问题；第四章针对我国公务员考试录用的人才测评方法中存在的问题,通过借鉴西方发达国家的测评方法,对我国公务员考试录用的人才测评进行构想,对测评方法加以指导和改进,使公务员考试录用制度更加完善。
In this paper, the application of the personnel assessment of Chinese civil service examination recruitment were studied, With increasing gradually apply for the national civil service team annually, how to selection of a better person has become an important issue. In this area, over a single application of test evaluation methods, the lack of professionals, lagging behind of theoretical research, weak of evaluation technology, these makes the study has become inevitable.
Two basic theoretical conceptual basis is used in this paper,, the first is the concept of the civil service examination recruitment system, the other one is the personnel assessment, a detailed analysis and summary of the application of civil service examination recruitment methods of assessment, expounded China's civil service examination recruitment methods of assessment, while also advanced theory and experience of foreign civil service exam, on the theoretical side, China is still behind foreign countries, there are a lot of foreign advanced civil service-related theoretical concepts we need to learn, and in practice, we have to be screened, its essence and discard its dross, to analyze specific issues of civil service examination recruitment evaluation system more scientific and rational view of the present situation, the specific evaluation method, suited to China's status quo.
This paper is divided into four chapters, the first chapter is connotation of civil servants, civil service examination system and described the evolution of examination system, development trends; The second chapter is analysis the status of the Personnel Assessment and Personnel Assessment at home or abroad in the civil service examination; The third chapter is the problems of the method of the present civil service examination in China and pointed out the flaws in the system of recruiting; The chapter four with learning from Western developed countries in the civil service hiring personnel assessment methods to guide and improve the civil service examination in China evaluation method, make the civil service recruitment examination system more perfect.
本文以我国公务员考试录用制度和人才测评两个基本理论为基础,指出了公务员考试录用的人才测评中存在的问题,通过借鉴国外公务员考试录用的人才测评的相关理论与实践,试图总结出科学性、合理性和全面性的公务员考试录用制度,从而促进我国公务员队伍的稳定发展,最终提高我国政府公共管理水平和公共服务能力。
本文共分为四章,第一章阐述了我国公务员的内涵、公务员职位分类制度及公务员考试录用制度：第二章介绍了我国公务员考试录用的人才测评的概念、作用等方面,分析了国外公务员的人才测评现状；第三章详细阐述了我国公务员考试录用的人才‘测评并指出其中存在的问题；第四章针对我国公务员考试录用的人才测评方法中存在的问题,通过借鉴西方发达国家的测评方法,对我国公务员考试录用的人才测评进行构想,对测评方法加以指导和改进,使公务员考试录用制度更加完善。
In this paper, the application of the personnel assessment of Chinese civil service examination recruitment were studied, With increasing gradually apply for the national civil service team annually, how to selection of a better person has become an important issue. In this area, over a single application of test evaluation methods, the lack of professionals, lagging behind of theoretical research, weak of evaluation technology, these makes the study has become inevitable.
Two basic theoretical conceptual basis is used in this paper,, the first is the concept of the civil service examination recruitment system, the other one is the personnel assessment, a detailed analysis and summary of the application of civil service examination recruitment methods of assessment, expounded China's civil service examination recruitment methods of assessment, while also advanced theory and experience of foreign civil service exam, on the theoretical side, China is still behind foreign countries, there are a lot of foreign advanced civil service-related theoretical concepts we need to learn, and in practice, we have to be screened, its essence and discard its dross, to analyze specific issues of civil service examination recruitment evaluation system more scientific and rational view of the present situation, the specific evaluation method, suited to China's status quo.
This paper is divided into four chapters, the first chapter is connotation of civil servants, civil service examination system and described the evolution of examination system, development trends; The second chapter is analysis the status of the Personnel Assessment and Personnel Assessment at home or abroad in the civil service examination; The third chapter is the problems of the method of the present civil service examination in China and pointed out the flaws in the system of recruiting; The chapter four with learning from Western developed countries in the civil service hiring personnel assessment methods to guide and improve the civil service examination in China evaluation method, make the civil service recruitment examination system more perfect.
引文
①傅礼白.国家公务员制度概论.济南,山东大学出版社,2004,8.
①薛立强.当代公务员制度.天津,天津大学出版社,2009,30.
①李玉娟.中国古代选官制度及其对公务员考录的借鉴.北京,中共中央党校出版社,2006,14.
②胡蓉.科举取仕制度对公务员考试制度的启示.山西财经大学学报,2007,1,26.
①李和中.21世纪国家公务员制度.武汉,武汉大学出版社,2006,1.
①张进辅,曾维希.现代人才测评技术与应用策略.重庆,重庆出版社,2006,18.
②寇家伦.人才测评教程.北京,中国发展出版社,2009,22.
①王益民.人员素质测评.济南,山东人民出版社,2004,6.
①闫建,黄登攀.西方各国公务员录用制度之比较.行政论坛,2004,3,22.
①蔡小慎,徐进.国外公务员考录制度对我国的启示.社会科学辑刊,2004,5,11.
①孙宏丽.对完善公务员考录制度的探讨.山东行政学院学报,2005,4,10.
①徐鸽.我国公务员录用索质测评方法研究.首都经贸大学硕士学位论文,2008,15
①彭志忠,王水莲.人才测评学.济南,山东大学出版社,2005,12.
①闫建,黄登攀.西方各国公务员录用制度之比较.行政论坛,200,3,20.
①李德志.当代中国公共部门人力资源管理与开发.北京,科学出版社,2004,51.
②阎力.结构化面试的设计和组织.中国人力资源开发,2000,4,4.
①黎恒.行为面试和情景面试的实证比较.人类工效学,2003,9,2.
①杨菲,陈娜.人才测评技术应用十我国行政人才选拔中的问题研究.辽宁行政学院学报,2008,3,8.
①闫建,黄登攀.西方各国公务员录用制度之比较.行政论坛,2004,3,5.
①蔡小慎.国外公务员考录制度对我国的启示.社会科学辑刊,2004,2,10.
[1]中华人民共和国公务员法.北京,中国人事出版社,党建读物出版社,2005.
[2]中华人民共和国公务员法释义.北京,中国人事出版社,党建读物出版社,2005.
[3]侯建良.公务员发展制度纪实.北京,中国人事出版社,2007,33.
[4]陈振明.国家公务员制度,福州,福建人民出版社,2003,12.
[5]孙树勇.对我国公务员分级分类的思考.北京邮电大学学报,2004,3,12.
[6]韩勇,廉永杰.“考公务员热”现象存在的问题及对策分析.吉林广播电视大学学报,2006,2,74.
[7]傅礼白.国家公务员制度概论.济南,山东大学出版社,2004,68.
[8]宋慧杰.公共管理视角下对“公务员热”现象的剖析.长春理工大学学报,2006,3,2.
[9]翁文先.论我国“公务员热”的成因与现实影响.行政与法,2005,10.
[10]薛立强.当代公务员制度.天津,天津大学出版社,2009,33.
[11]武文君.我国公务员录用测评的有效性问题研究.西安,长安大学出版社,2010,32.
[12]李文静.我国公务员录用制度研究.西南政法大学,2010.9.
[13]朱庆芳.公务员考试录用实务.北京,中国人民大学出版社,1994,32.
[14]李德志.当代中国公共部门人力资源管理管理与开发.北京.科学出版社,2004,9.
[15]朱起儒.国家公务员录用考试概述.沈阳,东北大学出版社,1994,7.
[16]臧瑞玲.我国公务员考试录用的人才测评方法应用研究.首都经济贸易大学,2010,15.
[17]刘嘉林.国家公务员考试录用教程.北京,中国商业出版社,1995,21.
[18]吴志华.当今国外公务员制度.上海,上海交通大学出版社,2008,38.
[19]陈世平.公务员心理素质测评.天津,南开大学出版社,2008,11.
[20]张进辅,曾维希.现代人才测评技术与应用策略.重庆,重庆出版社,2006,5.
[21]廖泉文.人力资源招聘系统.济南,山东人民出版社,1999,51.
[22]刘佛翔,代春艳.人员素质测评.长春,吉林大学出版社,2005,7.
[23]况志华.人员素质测评研究.上海,上海交通大学出版社,2006,11.
[24]萧鸣政.人员测评与选拔.上海,复旦大学出版社,2005,2.
[25]吴春华.人员素质测评理论与方法.天津,天津教育出版社,2005,29.
[26]王益明.人员素质测评.济南,山东人民出版社,2004,16.
[27]郑安云.人才测评理论和方法.北京,清华大学出版社,2005,1.
[28]赵永乐,沈宗军,刘宇瑛.人员招聘面试技术.上海,上海交通大学出版社,2001,31.
[29]易艳红.公务员招聘的层次分析法.上海商业职业技术学院学报,2004,5,2.
[30]李和中,裘铮.公务员能力素质建设的制度选择.武汉大学学报,2007,2,6.
[31]雷玉霞.浅谈人才素质测评与胜任力模型.党史文苑,2005,12.
[32]宋云戈.人才测评命题技巧.中国人力资源开发.2008,5.
[33]萧鸣政.现代人员素质测评.北京,北京语言学院出版社,1995,47.
[34]程静.关于建立人的能力素质模型的研究.西南交通大学学报,2004,5.
[35]吴江.公务员通用能力教程.北京,中国人事出版社,2007,122.
[36]贾斌,杜大为.人员素质与能力测评.长春,吉林大学出版社,2005,70.
[37]张卿华,王文英.人才‘素质测评的理论、方法与应用成果.上海,上海交通大学出版社,2007,68.
[38]杨非,陈娜.人才’测评技术应用于我国行政人才选拔中的问题研究.辽宁行政学院学报,2008,3,8.
[39]黎恒.行为面试和情景面试的实证比较.人类工效学,2003,9,2.
[40]李德志.当代中国公共部门人力资源管理与开发.北京,科学出版社,2004,51.
[41]阎力.结构化面试的设计和组织.中国人力资源开发,2000,4,14.
[42]Robert Half. Hiring and Keeping the Best Employees. New York, J.Wiley&Sons 1993
[43]Gary Dessler. Human Resource Management. Seventh Edition Prentice-Hall International, Inc. 1996.
[45]Noe, Raymond A. Fundamentals of human resource management. Asia, McGraw-Hill Education, 2004
[46]Buford, James Ansel. Human resource management in local government. Ohio: South-Western/Thomson learning, 2002
[44]Mathis, Robert L. Human resource management. Beijing, Peking University Press, 2004.
①薛立强.当代公务员制度.天津,天津大学出版社,2009,30.
①李玉娟.中国古代选官制度及其对公务员考录的借鉴.北京,中共中央党校出版社,2006,14.
②胡蓉.科举取仕制度对公务员考试制度的启示.山西财经大学学报,2007,1,26.
①李和中.21世纪国家公务员制度.武汉,武汉大学出版社,2006,1.
①张进辅,曾维希.现代人才测评技术与应用策略.重庆,重庆出版社,2006,18.
②寇家伦.人才测评教程.北京,中国发展出版社,2009,22.
①王益民.人员素质测评.济南,山东人民出版社,2004,6.
①闫建,黄登攀.西方各国公务员录用制度之比较.行政论坛,2004,3,22.
①蔡小慎,徐进.国外公务员考录制度对我国的启示.社会科学辑刊,2004,5,11.
①孙宏丽.对完善公务员考录制度的探讨.山东行政学院学报,2005,4,10.
①徐鸽.我国公务员录用索质测评方法研究.首都经贸大学硕士学位论文,2008,15
①彭志忠,王水莲.人才测评学.济南,山东大学出版社,2005,12.
①闫建,黄登攀.西方各国公务员录用制度之比较.行政论坛,200,3,20.
①李德志.当代中国公共部门人力资源管理与开发.北京,科学出版社,2004,51.
②阎力.结构化面试的设计和组织.中国人力资源开发,2000,4,4.
①黎恒.行为面试和情景面试的实证比较.人类工效学,2003,9,2.
①杨菲,陈娜.人才测评技术应用十我国行政人才选拔中的问题研究.辽宁行政学院学报,2008,3,8.
①闫建,黄登攀.西方各国公务员录用制度之比较.行政论坛,2004,3,5.
①蔡小慎.国外公务员考录制度对我国的启示.社会科学辑刊,2004,2,10.
[1]中华人民共和国公务员法.北京,中国人事出版社,党建读物出版社,2005.
[2]中华人民共和国公务员法释义.北京,中国人事出版社,党建读物出版社,2005.
[3]侯建良.公务员发展制度纪实.北京,中国人事出版社,2007,33.
[4]陈振明.国家公务员制度,福州,福建人民出版社,2003,12.
[5]孙树勇.对我国公务员分级分类的思考.北京邮电大学学报,2004,3,12.
[6]韩勇,廉永杰.“考公务员热”现象存在的问题及对策分析.吉林广播电视大学学报,2006,2,74.
[7]傅礼白.国家公务员制度概论.济南,山东大学出版社,2004,68.
[8]宋慧杰.公共管理视角下对“公务员热”现象的剖析.长春理工大学学报,2006,3,2.
[9]翁文先.论我国“公务员热”的成因与现实影响.行政与法,2005,10.
[10]薛立强.当代公务员制度.天津,天津大学出版社,2009,33.
[11]武文君.我国公务员录用测评的有效性问题研究.西安,长安大学出版社,2010,32.
[12]李文静.我国公务员录用制度研究.西南政法大学,2010.9.
[13]朱庆芳.公务员考试录用实务.北京,中国人民大学出版社,1994,32.
[14]李德志.当代中国公共部门人力资源管理管理与开发.北京.科学出版社,2004,9.
[15]朱起儒.国家公务员录用考试概述.沈阳,东北大学出版社,1994,7.
[16]臧瑞玲.我国公务员考试录用的人才测评方法应用研究.首都经济贸易大学,2010,15.
[17]刘嘉林.国家公务员考试录用教程.北京,中国商业出版社,1995,21.
[18]吴志华.当今国外公务员制度.上海,上海交通大学出版社,2008,38.
[19]陈世平.公务员心理素质测评.天津,南开大学出版社,2008,11.
[20]张进辅,曾维希.现代人才测评技术与应用策略.重庆,重庆出版社,2006,5.
[21]廖泉文.人力资源招聘系统.济南,山东人民出版社,1999,51.
[22]刘佛翔,代春艳.人员素质测评.长春,吉林大学出版社,2005,7.
[23]况志华.人员素质测评研究.上海,上海交通大学出版社,2006,11.
[24]萧鸣政.人员测评与选拔.上海,复旦大学出版社,2005,2.
[25]吴春华.人员素质测评理论与方法.天津,天津教育出版社,2005,29.
[26]王益明.人员素质测评.济南,山东人民出版社,2004,16.
[27]郑安云.人才测评理论和方法.北京,清华大学出版社,2005,1.
[28]赵永乐,沈宗军,刘宇瑛.人员招聘面试技术.上海,上海交通大学出版社,2001,31.
[29]易艳红.公务员招聘的层次分析法.上海商业职业技术学院学报,2004,5,2.
[30]李和中,裘铮.公务员能力素质建设的制度选择.武汉大学学报,2007,2,6.
[31]雷玉霞.浅谈人才素质测评与胜任力模型.党史文苑,2005,12.
[32]宋云戈.人才测评命题技巧.中国人力资源开发.2008,5.
[33]萧鸣政.现代人员素质测评.北京,北京语言学院出版社,1995,47.
[34]程静.关于建立人的能力素质模型的研究.西南交通大学学报,2004,5.
[35]吴江.公务员通用能力教程.北京,中国人事出版社,2007,122.
[36]贾斌,杜大为.人员素质与能力测评.长春,吉林大学出版社,2005,70.
[37]张卿华,王文英.人才‘素质测评的理论、方法与应用成果.上海,上海交通大学出版社,2007,68.
[38]杨非,陈娜.人才’测评技术应用于我国行政人才选拔中的问题研究.辽宁行政学院学报,2008,3,8.
[39]黎恒.行为面试和情景面试的实证比较.人类工效学,2003,9,2.
[40]李德志.当代中国公共部门人力资源管理与开发.北京,科学出版社,2004,51.
[41]阎力.结构化面试的设计和组织.中国人力资源开发,2000,4,14.
[42]Robert Half. Hiring and Keeping the Best Employees. New York, J.Wiley&Sons 1993
[43]Gary Dessler. Human Resource Management. Seventh Edition Prentice-Hall International, Inc. 1996.
[45]Noe, Raymond A. Fundamentals of human resource management. Asia, McGraw-Hill Education, 2004
[46]Buford, James Ansel. Human resource management in local government. Ohio: South-Western/Thomson learning, 2002
[44]Mathis, Robert L. Human resource management. Beijing, Peking University Press, 2004.