英國公務(wù)員選錄制度及其業(yè)務(wù)流程外包研究
發(fā)布時間：2018-08-03 06:51
【摘要】：英國是現(xiàn)代意義上的公務(wù)員最早出現(xiàn)的國家,其公務(wù)員的改革導(dǎo)向,指引著整個現(xiàn)代國家的公務(wù)員發(fā)展潮流。1979年撒切爾夫人上臺以后,開始在英國公共服務(wù)部門實行民營化,英國公務(wù)員的選錄制度也隨之進行了改革。自二十世紀九十年代以來,在新公共管理運動逐步成為世界各國政府的主流之時,英國開始在公務(wù)員選錄上采取部分業(yè)務(wù)流程外包的措施。布萊爾政府執(zhí)政時期,英國公務(wù)員委員會頒布了對于所有公務(wù)員用人部門都有約束力的《公務(wù)員錄用法》(2006),根據(jù)該法律,各個職級的公務(wù)員除了特例情況之外都要遵循公平、公正、公開原則來進行公務(wù)員選錄。2010年卡梅倫政府繼續(xù)推行英國公務(wù)員改革,在公務(wù)員的錄用方面繼續(xù)推崇選錄形式多樣化,這些改革一方面是為了維護公務(wù)員的公平、公正以及效率的形象,另一方面是為了節(jié)省政府開支,以最好最快最節(jié)省的方式,選出英國最合適的公務(wù)員。英國公務(wù)員的選錄并不是像我國一樣,全國或者全省組織統(tǒng)一考試,而是根據(jù)公務(wù)員部門的職位空缺自行組織考試。這些選錄工作是在英國公務(wù)員的監(jiān)管之下進行的。橫向上看,英國公務(wù)員選錄分為高級公務(wù)員選錄和一般公務(wù)員選錄,另外還有近幾年開始盛行的快速晉升選錄和一般公務(wù)員晉升選錄。從縱向上看,英國公務(wù)員選錄除了筆試、機試、面試等常規(guī)選錄測試之外,還有心理學(xué)家面談、電子錄用項目、360度反饋的應(yīng)用等其他測試項目。而這些選錄項目中很多由于其專業(yè)性較強以及費時費力等原因,都外包給了英國測評的民營機構(gòu)。這種外包一方面為英國公務(wù)員部門減少對非核心業(yè)務(wù)的投入而提高英國公務(wù)員辦事效率,另一方面也為維護英國公務(wù)員選錄的公平增加了一層保障�？偟膩碚f,英國公務(wù)員選錄改革的特點不僅體現(xiàn)為堅持英國公務(wù)員選錄的核心原則,即公平公正公開,而且體現(xiàn)為堅持選錄的決策、執(zhí)行監(jiān)督三權(quán)分立,更是體現(xiàn)為引入第三方——即業(yè)務(wù)流程外包商來進行選錄。本文試圖從這幾個方面出發(fā),來探討英國公務(wù)員選錄改革的趨勢與特點。對于我國來說,政府的業(yè)務(wù)流程外包,主要集中在后勤管理、呼叫中心管理領(lǐng)域。而對于公務(wù)員領(lǐng)域的業(yè)務(wù)流程外包,目前國內(nèi)關(guān)注的還不夠。研究英國公務(wù)員選錄業(yè)務(wù)流程外包,并試圖學(xué)習(xí)其引入第三方來進行公務(wù)員選錄以此來推動我國公務(wù)員選錄的進步與完善,對于我國公務(wù)員錄用的改革有著較大的借鑒意義。
[Abstract]:Britain is the earliest country where civil servants appeared in the modern sense. The reform direction of its civil servants guided the development trend of civil servants in the whole modern country. After Thatcher came to power in 1979, she began to privatize the British public service. The selection system of British civil servants has also been reformed. Since the 1990s, when the New Public Management Movement has gradually become the mainstream of governments all over the world, Britain has begun to take some measures of business process outsourcing in the selection of civil servants. During the Blair administration, the British Civil Service Commission promulgated the Civil Service Employment Act (2006), which is binding on all civil servants. According to the law, civil servants at all levels must observe fairness except in exceptional circumstances. In 2010, the Cameron government continued to promote the British civil service reform, and continued to promote the diversity of the recruitment of civil servants. These reforms, on the one hand, aimed at safeguarding the fairness of the civil service, The image of fairness and efficiency, on the other hand, aims to save government expenditure and to select the most suitable civil servants in the best, fastest and most economical manner. The selection of British civil servants is not like our country, the national or provincial organization of unified examinations, but according to the vacancies in the civil service to organize their own examinations. The selection was carried out under the supervision of British civil servants. Horizontally, the selection of British civil servants is divided into senior civil servants and ordinary civil servants, in addition to the popularity of recent years of rapid promotion and promotion of ordinary civil servants. Vertically, in addition to written tests, machine tests, interviews and so on, there are other test items, such as psychologist interviews, applications of 360-degree feedback for electronic recruitment projects, and so on. Many of these programs have been outsourced to private institutions in the UK because of their professional and time-consuming nature. This outsourcing not only increases the efficiency of the British civil service by reducing its investment in non-core business, but also adds a layer of protection to the fairness of the selection of British civil servants. In general, the characteristics of the British civil service selection reform are embodied not only in upholding the core principles of British civil servant selection, that is, fairness, fairness and openness, but also in adhering to the decision-making of the selection of civil servants and the separation of powers in the implementation and supervision of the three powers. Is reflected in the introduction of third parties-that is, business process outsourcing to select. This paper attempts to explore the trends and characteristics of the reform of civil service selection from these aspects. For our country, government business process outsourcing mainly focuses on logistics management and call center management. For the civil service field of business process outsourcing, the current domestic concern is not enough. The study of British civil servant selection business process outsourcing, and try to learn from the introduction of third parties to the civil service selection to promote the progress and improvement of our civil servants, for our civil service recruitment reform has a greater reference significance.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：D756.1
[Abstract]:Britain is the earliest country where civil servants appeared in the modern sense. The reform direction of its civil servants guided the development trend of civil servants in the whole modern country. After Thatcher came to power in 1979, she began to privatize the British public service. The selection system of British civil servants has also been reformed. Since the 1990s, when the New Public Management Movement has gradually become the mainstream of governments all over the world, Britain has begun to take some measures of business process outsourcing in the selection of civil servants. During the Blair administration, the British Civil Service Commission promulgated the Civil Service Employment Act (2006), which is binding on all civil servants. According to the law, civil servants at all levels must observe fairness except in exceptional circumstances. In 2010, the Cameron government continued to promote the British civil service reform, and continued to promote the diversity of the recruitment of civil servants. These reforms, on the one hand, aimed at safeguarding the fairness of the civil service, The image of fairness and efficiency, on the other hand, aims to save government expenditure and to select the most suitable civil servants in the best, fastest and most economical manner. The selection of British civil servants is not like our country, the national or provincial organization of unified examinations, but according to the vacancies in the civil service to organize their own examinations. The selection was carried out under the supervision of British civil servants. Horizontally, the selection of British civil servants is divided into senior civil servants and ordinary civil servants, in addition to the popularity of recent years of rapid promotion and promotion of ordinary civil servants. Vertically, in addition to written tests, machine tests, interviews and so on, there are other test items, such as psychologist interviews, applications of 360-degree feedback for electronic recruitment projects, and so on. Many of these programs have been outsourced to private institutions in the UK because of their professional and time-consuming nature. This outsourcing not only increases the efficiency of the British civil service by reducing its investment in non-core business, but also adds a layer of protection to the fairness of the selection of British civil servants. In general, the characteristics of the British civil service selection reform are embodied not only in upholding the core principles of British civil servant selection, that is, fairness, fairness and openness, but also in adhering to the decision-making of the selection of civil servants and the separation of powers in the implementation and supervision of the three powers. Is reflected in the introduction of third parties-that is, business process outsourcing to select. This paper attempts to explore the trends and characteristics of the reform of civil service selection from these aspects. For our country, government business process outsourcing mainly focuses on logistics management and call center management. For the civil service field of business process outsourcing, the current domestic concern is not enough. The study of British civil servant selection business process outsourcing, and try to learn from the introduction of third parties to the civil service selection to promote the progress and improvement of our civil servants, for our civil service recruitment reform has a greater reference significance.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：D756.1
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