本文關(guān)鍵詞： 事業(yè)單位 崗位管理 問題對策　出處：《大連海事大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：事業(yè)單位是我國特有的一種社會組織類別,它有別于國外其他具有較高自主權(quán)的社會公共服務(wù)機(jī)構(gòu)。長期以來,事業(yè)單位一直沿用政府行政體制進(jìn)行管理,形成了身份管理、終身制聘任、固定薪資制度等一系列限制事業(yè)單位靈活發(fā)展的突出問題。作為我國各類人才資源的主要集中地,事業(yè)單位承載著提供社會公共服務(wù)的重大任務(wù),是我國經(jīng)濟(jì)建設(shè)和社會發(fā)展的重要動力。目前,國有企業(yè)和政府機(jī)構(gòu)改革已經(jīng)取得顯著成就,大力發(fā)展事業(yè)單位人事制度改革是事業(yè)單位社會化、市場化的必然要求。事業(yè)單位人事制度改革的重點(diǎn)是實(shí)行崗位管理制度,該制度要求單位職工由身份管理向崗位管理、由終身制向合同制,由固定薪資向績效薪資實(shí)現(xiàn)三大轉(zhuǎn)變。事業(yè)單位崗位管理是在科學(xué)合理的激勵機(jī)制下建立一套既符合市場經(jīng)濟(jì)規(guī)律又符合事業(yè)單位發(fā)展的人事管理體系。 本文以事業(yè)單位人事制度改革為宏觀背景,以崗位管理相關(guān)概念和公共管理相關(guān)理論為基礎(chǔ),綜合運(yùn)用文獻(xiàn)資料分析法、比較分析法、案例分析法,選取營口市老邊區(qū)事業(yè)單位崗位管理作為研究對象,對其進(jìn)行深入分析,得出崗位管理工作存在認(rèn)識不夠、崗位分析不足、崗位設(shè)置不合理、聘任程序不嚴(yán)格、監(jiān)督管理不到位等一系列問題。根據(jù)事業(yè)單位崗位管理過程中出現(xiàn)的問題,認(rèn)真反思出現(xiàn)問題的原因,借鑒國內(nèi)其他省、市、區(qū)事業(yè)單位崗位管理經(jīng)驗(yàn),結(jié)合自身具體實(shí)際,對老邊區(qū)事業(yè)單位崗位管理問題提出相應(yīng)對策。以期豐富事業(yè)單位崗位管理的理論依據(jù),對今后事業(yè)單位崗位管理起到一定的指導(dǎo)和借鑒。
[Abstract]:Public institution is a kind of special social organization in our country, which is different from other social public service organizations with high autonomy in foreign countries. For a long time, institutions have been using the government administrative system to manage and form identity management. A series of outstanding problems that restrict the flexible development of institutions, such as permanent employment, fixed salary system, etc. As the main concentration of all kinds of human resources in our country, institutions bear the important task of providing social and public services. It is an important driving force for China's economic construction and social development. At present, remarkable achievements have been made in the reform of state-owned enterprises and government institutions, and vigorously developing personnel system reform in public institutions is the socialization of public institutions. The reform of the personnel system of public institutions is focused on the implementation of the post management system, which requires the staff and workers of the units to change from identity management to post management, and from a lifelong system to a contract system. From fixed salary to performance salary, the post management of public institution is to establish a personnel management system which accords with the law of market economy and the development of institution under the scientific and reasonable incentive mechanism. This paper takes the reform of personnel system of public institution as the macro background, based on the related concepts of post management and related theories of public administration, synthetically applies the literature analysis method, the comparative analysis method, the case analysis method, This paper selects the post management of Laobian district of Yingkou city as the research object, analyzes it deeply, and draws the conclusion that the post management work is not well understood, the post analysis is insufficient, the post setting is unreasonable, and the appointment procedure is not strict. According to the problems in the process of post management of public institutions, to reflect on the causes of the problems, to learn from the experience of post management in other provinces, municipalities and districts in China, and to combine their own concrete practice, This paper puts forward the corresponding countermeasures to the post management of institutions in Laobian area, with a view to enriching the theoretical basis of post management of public institutions and providing some guidance and reference for the post management of institutions in the future.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：D630

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本文編號：1542104