本文選題：基層公務(wù)員　切入點(diǎn)：培訓(xùn)需求分析　出處：《重慶大學(xué)》2015年碩士論文

【摘要】：基層公務(wù)員是我國公務(wù)員隊(duì)伍中的主體,他們長期工作在第一線,是國家方針政策的直接貫徹者,在政府和人民群眾中間起著溝通橋梁的作用。因此,他們的綜合能力和個(gè)人素質(zhì)影響著我國公共事業(yè)發(fā)展的成敗。開發(fā)和提升公務(wù)員能力素質(zhì)的方式有很多,其中,培訓(xùn)是最直接、最有效的方式。一個(gè)完整的培訓(xùn)活動主要包括培訓(xùn)需求分析、培訓(xùn)計(jì)劃、培訓(xùn)實(shí)施、培訓(xùn)轉(zhuǎn)化、培訓(xùn)評估等五個(gè)方面環(huán)節(jié),培訓(xùn)需求分析作為首要環(huán)節(jié),是做好培訓(xùn)活動的基礎(chǔ)和前提。因此,做好基層公務(wù)員的培訓(xùn)需求分析對于公共部門人力資源開發(fā)與管理至關(guān)重要,對其研究具有重要的理論與現(xiàn)實(shí)意義。本文選取重慶市璧山區(qū)基層公務(wù)員為研究對象,基層公務(wù)員培訓(xùn)需求為研究內(nèi)容,通過構(gòu)建璧山區(qū)基層公務(wù)員勝任力模型,并與培訓(xùn)需求調(diào)查結(jié)果進(jìn)行對比驗(yàn)證,明確基層公務(wù)員的培訓(xùn)需求,探討基層公務(wù)員應(yīng)該具備的勝任素質(zhì),以此作為璧山區(qū)制定有效培訓(xùn)計(jì)劃的參考依據(jù)。本文以基層公務(wù)員培訓(xùn)需求分析為中心,在國內(nèi)外培訓(xùn)需求相關(guān)研究的基礎(chǔ)上,采用問卷調(diào)查法,依據(jù)培訓(xùn)需求分析模型與勝任力模型的應(yīng)用,突出基層公務(wù)員培訓(xùn)需求分析研究的理論性和實(shí)踐性。在針對璧山區(qū)公務(wù)員的問卷調(diào)查中,分別從公務(wù)員勝任素質(zhì)評價(jià)與培訓(xùn)需求兩大部分采集數(shù)據(jù),并運(yùn)用統(tǒng)計(jì)分析軟件SPSS19.0對問卷進(jìn)行數(shù)據(jù)分析。問卷主體內(nèi)容分析分兩部分,一是構(gòu)建基層公務(wù)員勝任力模型,其中包括個(gè)人素養(yǎng)、個(gè)人分析應(yīng)變能力、個(gè)人自我發(fā)展能力、個(gè)人宏觀執(zhí)行能力、個(gè)人政務(wù)處理能力及個(gè)人組織協(xié)調(diào)能力等六個(gè)維度;二是通過對培訓(xùn)的內(nèi)容、方式、管理及效果等四個(gè)維度的分析,確定璧山區(qū)基層公務(wù)員的培訓(xùn)需求。針對這些分析,本文提出了基層公務(wù)員培訓(xùn)觀念更新,培訓(xùn)方法革新,培訓(xùn)內(nèi)容創(chuàng)新,調(diào)查分析隊(duì)伍出新等對策建議,希望對璧山區(qū)基層公務(wù)員人力資源開發(fā)與管理培訓(xùn)提供有益參考。
[Abstract]:Grass-roots civil servants are the main body of the civil servants in our country. They have been working in the front line for a long time. They are the direct implementers of the principles and policies of the state and play a role as a bridge between the government and the masses of the people. Their comprehensive abilities and personal qualities affect the success or failure of the development of public utilities in China. There are many ways to develop and improve the competence of civil servants, among which training is the most direct. The most effective way. A complete training activity mainly includes five aspects: training needs analysis, training plan, training implementation, training transformation, training evaluation, etc. Therefore, it is very important for the development and management of human resources in the public sector to do a good job in the analysis of training needs of civil servants at the grass-roots level. It is of great theoretical and practical significance to study it. This paper selects the grass-roots civil servants in Bishan district of Chongqing as the research object, the training needs of the grass-roots civil servants as the research contents, and constructs the competency model of the grass-roots civil servants in Bishan district. And compared with the results of training demand investigation, the training needs of grass-roots civil servants are clear, and the competency of grass-roots civil servants should be discussed. This paper takes the analysis of training needs of grass-roots civil servants as the center, based on the relevant research of training needs at home and abroad, and adopts questionnaire method, which can be used as a reference for the formulation of effective training plans in Bishan District. According to the application of training needs analysis model and competency model, this paper emphasizes the theory and practice of the basic level civil servants' training needs analysis. The data are collected from the two parts of civil servant competency evaluation and training demand, and the questionnaire is analyzed by the statistical analysis software SPSS19.0. The main content analysis of the questionnaire is divided into two parts, one is to construct the competency model of civil servants at the grass-roots level. It includes six dimensions: personal accomplishment, personal analytical ability, personal self-development ability, individual macro-executive ability, personal administrative handling ability and personal organizational coordination ability; second, through the contents and methods of training, Based on the analysis of four dimensions of management and effect, the training needs of basic civil servants in Bishan district are determined. In view of these analyses, this paper puts forward the innovation of training concept, training methods and training contents of grass-roots civil servants. The investigation and analysis of the new countermeasures and suggestions of the team hope to provide a useful reference for the development and management training of human resources of basic level civil servants in Bishan district.
【學(xué)位授予單位】：重慶大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3

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