公共部门人力资源开发和管理研究.doc

检察机关;从事公共事业服务的各事业单位或组织也是公共部门的重要组成部分,例如公立医院、公立学校、科研机构、图书馆、疗养院、社区公益性组织等;另外,公共部门还包含了一些以盈利为目标的国有企业或公共公司。综上所述,公共部门的内涵和外延较为复杂,结合我国的实际情况,公共部门主要包括政府组成部门和公共事业单位,履行的是公共管理与公共服务。本文首先概述了公共部门,人力资源,人力资源管理和公共部门人力资源管理的有关概念,介绍了研究公共部门人力资源管理的可借鉴的基础理论,总结了我国公共部门人力资源管理的基本特征,包括法治性,战略性,社会性,预见性和动态性。公共部门如何更为科学合理地加强开发人力资源管理,影响着公共部门工作人员自身工作效率的提高,也影响着社会人力资源的合理开发和利用。总体来说,加强公共部门人力管理开发有着较大重要意义,即加强公共部门人力资源管理的开发,是推动公共部门自身各方面发展的需要,有利于提高政府的行政能力,有利于促进全面建设小康社会和满足经济全球化的需要。本文剖析了当前我国公共部门人力资源开发与管理中所存在的一些问题,主要包括人力资源管理方法上的缺陷,当前各级公共部门人事体制的不健全,人才激励制度不合理,以及公共部门人力资源素质有待进一步提高。根据分析,造成公共部门人力资源管理产生的问题,主要是受中国传统文化中的官本位思想和传统行政体制的影响,在人力资源管理方法上也缺乏创新,还是4万方数据以前的经验管理模式。据以上归纳总结,在明确公共部门人力资源管理目标的前提下,提出了一些借鉴现代企业人力资源管理方法来促进公共部门人力资源管理水平提升的对策和建议,即树立以人为本的管理思想,构建学****型公共组织,建设公平公正的用人选人机制,科学合理的设计职位岗位制度,以及统筹城乡、区域人力资源整体开发。关键词:公共部门人力资源人力资源管理和开发5万方数据万方数据目录一、公共部门人力资源管理概述······································1(一)公共部门的界定··················································1(二)公共部门人力资源管理的基本概念···························2人力资源·································································2公共部门人力资源·····················································2公共部门人力资源管理················································5公共部门人力资源开发与管理的理论依据························6(三)公共部门人力资源管理的特征································7法治性····································································8战略性····································································8预见性····································································8社会性····································································8动态性····································································9二、加强开发我国公共部门人力资源管理的重要性···············9(一)公共部门发展的需要············································9预测与规划······························································9教育与培训····························································10选拔与使用····························································10配置与管理····························································11(二)有利于提高政府的行政能力·····························