本文選題：人力資源 + 邊防檢查��； 參考：《華中師范大學(xué)》2007年碩士論文

【摘要】： 人力資源是組織生存、發(fā)展的重要依托，在復(fù)雜激烈的生存發(fā)展競爭中，人力資源管理的作用尤為重要，它是組織能否獲勝的關(guān)鍵。努力提升人力資源管理水平已成為眾多組織管理者競相追逐的目標(biāo)。 隨著我國改革開放的進(jìn)一步深化，出入境邊防檢查系統(tǒng)(以下簡稱“邊檢系統(tǒng)”)的執(zhí)法、服務(wù)水平已越來越成為關(guān)乎國家安全、社會穩(wěn)定和影響我國改革開放大局的重要因素。在這種情況下，只有不斷提升人力資源管理水平，優(yōu)化人力資源結(jié)構(gòu)，才能從根本上保證邊檢系統(tǒng)順利完成各項(xiàng)職責(zé)。然而，目前我國邊檢系統(tǒng)的隊伍管理還沒有從被動的人事管理轉(zhuǎn)為主動的人力資源管理，管理手段單一、不成體系，沒有真正樹立起“以人為本”的管理思想。正是這些管理誤區(qū)的存在，致使邊檢系統(tǒng)的職業(yè)化進(jìn)展緩慢，滯后于上級領(lǐng)導(dǎo)的要求和國際同行業(yè)的發(fā)展步伐。為此，如何樹立全新的人力資源管理觀念，正確處理好干部開發(fā)、培養(yǎng)、使用等問題，是我們面臨的一個重要課題。 本文通過調(diào)查研究(個案研究、數(shù)字統(tǒng)計)，運(yùn)用實(shí)證分析的方法，對當(dāng)前我國邊檢系統(tǒng)人力資源管理現(xiàn)狀及其執(zhí)行效果進(jìn)行深入的研究，，分析存在的主要問題，并在此基礎(chǔ)上探討加強(qiáng)和改善人力資源管理的對策。 本文除引言外共分三部分： 第一部分是人力資源管理的理論闡釋。通過論述人力資源管理的理論基礎(chǔ)和主要內(nèi)容、重要地位，說明加強(qiáng)人力資源管理的合理性。然后通過論述公共部門人力資源管理的相關(guān)理論和特殊屬性，進(jìn)而明確加強(qiáng)公共部門人力資源管理的方向。 第二部分是對我國邊檢系統(tǒng)人力資源管理的現(xiàn)狀分析。論文在對邊檢系統(tǒng)人力資源現(xiàn)狀進(jìn)行全面分析的基礎(chǔ)上，對人力資源管理的現(xiàn)狀及其執(zhí)行效果進(jìn)行了全面的總結(jié)和探究，論文認(rèn)為，我國邊檢系統(tǒng)在加強(qiáng)隊伍人事管理方面做了一定的工作，對隊伍的發(fā)展進(jìn)步起到了一定的積極作用，但總體上看效果還不理想。分析起來主要存在以下問題：一是民警招錄環(huán)節(jié)標(biāo)準(zhǔn)不具體，操作不規(guī)范；二是考核手段單一，流于形式；三是民警激勵措施不完備，缺乏“人本思想”；四是培訓(xùn)方式陳舊、民警學(xué)習(xí)質(zhì)量不高；五是對民警重使用、輕管理。 第三部分探討了加強(qiáng)我國邊檢系統(tǒng)人力資源管理的具體對策。論文認(rèn)為，加強(qiáng)和改善邊檢系統(tǒng)人力資源管理，一是要進(jìn)一步完善民警招錄環(huán)節(jié)的制度建設(shè)，規(guī)范考錄程序；二是要健全考核制度，強(qiáng)化考核作用；三是要優(yōu)化激勵機(jī)制，增強(qiáng)激勵效果；四是要改進(jìn)培訓(xùn)工作，提高培訓(xùn)質(zhì)量；五是要轉(zhuǎn)變用人觀念，創(chuàng)新用人機(jī)制。 以往理論界專門針對特定公共部門的人力資源管理的研究較少，公安邊檢系統(tǒng)人力資源管理問題的系統(tǒng)研究基本上還是空白。因此，本文的研究具有一定的開拓性意義，是公共部門人力資源管理研究的一種新嘗試，拓寬了公共部門人力資源管理研究的領(lǐng)域和范圍。
[Abstract]:Human resources is an important basis for the existence and development of human resources . In the competition of complex and fierce survival and development , the role of human resources management is very important . It is the key to the success of the organization . The efforts to improve the level of human resources management have become the targets of many organizations .









With the further deepening of China ' s reform and opening up , the law enforcement and service level of entry - exit frontier inspection system ( hereinafter referred to as " frontier inspection system " ) has become an important factor that concerns national security , social stability and influence of China ' s reform and opening up .









This paper studies the present situation of human resources management and its implementation effect in our country ' s border inspection system through investigation and research ( case study and numerical statistics ) , and analyzes the main problems existing and discusses the countermeasures to strengthen and improve human resources management .









In addition to the introduction , this paper is divided into three parts :









The first part is the theoretical explanation of human resource management . By discussing the theoretical foundation and main contents and important position of human resource management , the rationality of strengthening human resources management is explained . Then the relevant theories and special attributes of human resources management in the public sector are discussed , and the direction of human resource management in the public sector is further clarified .









The second part is the analysis of the present situation of human resources management in our country ' s border inspection system .
Second , the appraisal means is single , the flow is in the form ;
Thirdly , the incentive measures of civilian police are incomplete , and lack of " human - based thought " ;
Fourth , the training mode is old , and the quality of the civilian police learning is not high ;
Fifth , heavy use and light management of civilian police .









The third part discusses the countermeasures of strengthening the human resources management of the border inspection system in our country .
Second , to improve the appraisal system and strengthen the appraisal function ;
Third , to optimize the incentive mechanism and enhance the incentive effect ;
Fourth , improve the training and improve the quality of training ;
The fifth is to change the concept of people , and to innovate the human mechanism .









In the past , there is little research on the human resources management of the specific public sector , and the system research on the human resources management of the public security frontier inspection system is basically blank . Therefore , the research of this paper has a certain pioneering meaning , which is a new attempt in the research of human resources management in the public sector , and widens the field and scope of human resource management research in the public sector .

【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】：2007
【分類號】：D631.46

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 虞宗勛;我國邊檢職業(yè)化視角下人力資源管理創(chuàng)新路徑探索[D];華東政法大學(xué);2013年

本文編號：1864832