本文關(guān)鍵詞： 事業(yè)單位 人員 公開招聘　出處：《山西大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：在我國(guó),事業(yè)單位是經(jīng)濟(jì)社會(huì)發(fā)展中提供公共服務(wù)的主要載體,是各類人才的主要聚集地,是我國(guó)社會(huì)主義現(xiàn)代化建設(shè)的主要力量。事業(yè)單位人員公開招聘是事業(yè)單位人事制度改革的首要環(huán)節(jié),在事業(yè)單位推行公開招聘制度,是深化事業(yè)單位人事制度改革的必然要求,有利于規(guī)范事業(yè)單位進(jìn)人的制度和程序,有利于拓寬事業(yè)單位的進(jìn)人渠道,提高人員的整體素質(zhì)�！妒聵I(yè)單位公開招聘人員暫行規(guī)定》從2006年頒布至今,事業(yè)單位新進(jìn)人員公開招聘工作已經(jīng)在全國(guó)全面推開,初步建立了公開、競(jìng)爭(zhēng)、擇優(yōu)選拔新進(jìn)人員的制度框架。但是,由于我國(guó)事業(yè)單位公開招聘制度實(shí)施時(shí)間不長(zhǎng),在具體的實(shí)踐過程中還存在很多缺陷。其中之一就是事業(yè)單位人員公開招聘在實(shí)施過程中如何能做到更加科學(xué)化、規(guī)范化,在選拔的方式方法、考試考核的技術(shù)層面上如何進(jìn)一步的完善和創(chuàng)新。事業(yè)單位用人需求的多樣性和現(xiàn)階段我國(guó)人才選拔公共服務(wù)能力的有限性,決定了事業(yè)單位公開招聘工作必須按照分類實(shí)施的思路逐步加以推進(jìn)。在調(diào)查摸底的基礎(chǔ)上,本文對(duì)現(xiàn)行的全國(guó)各地各類事業(yè)單位公開招聘的測(cè)試內(nèi)容、測(cè)評(píng)方式及組織模式進(jìn)行匯總、整理,并盡可能按照人才選拔的一般性原理進(jìn)行對(duì)照分析,設(shè)計(jì)了事業(yè)單位人員公開招聘分類實(shí)施的框架,分別從招聘崗位分類、組織實(shí)施模式分類、測(cè)評(píng)內(nèi)容以及招聘實(shí)施程序四個(gè)方面進(jìn)行了設(shè)計(jì)。最后,結(jié)合我國(guó)事業(yè)單位公開招聘工作現(xiàn)階段特點(diǎn)和實(shí)際情況,為規(guī)范我國(guó)事業(yè)單位人員公開招聘工作提出政策性建議。
[Abstract]:In our country, the public institution is the main carrier to provide public services in economic and social development, is the main gathering all kinds of talents, is the main force of China's socialist modernization construction. Institutions open recruitment is the most important aspect of the reform of personnel system in institutions, institutions in the implementation of open recruitment system, is the inevitable requirement of deepening reform the personnel system of public institutions, to regulate institutions into the system and procedure, to widen the channel into the institutions, improve the open recruitment of staff from 2006 since the promulgation of the Interim Provisions on the unit. The overall quality of staff, open new staff recruitment in public institutions has been fully opened in the country, was established open, competitive, merit based selection system framework of new staff. However, due to China's institutions open recruitment system implementation time is not long, in particular Many defects still exist in the process of practice. One of them is the institutions open recruitment in the implementation process to be more scientific, standardized, in method selection, the technical level of the examination on how to further improve and innovation. The limited business unit with diversity and stage demand selection Chinese talent public service ability, determines the institutions open recruitment work must be implemented in accordance with the classification of the idea of advancing step by step. On the basis of investigation, this paper test the content of open recruitment of units around the country all kinds of cause of the current assessment methods and organization pattern collation, summary, and as far as possible were analyzed according to the general the principle of talent selection, design institutions open recruitment classification framework implementation, respectively from the job classification, organization and implementation mode Four aspects including class, content and recruitment procedures were designed. Finally, combined with the characteristics and actual situation of public recruitment in our institutions, we put forward policy recommendations for standardizing the open recruitment of public institutions in China.

【學(xué)位授予單位】：山西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3

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本文編號(hào)：1492341