本文選題：公務員 + 公安局科技處�。� 參考：《大連理工大學》2007年碩士論文

【摘要】： 公務員制度是現(xiàn)代政府人事行政管理制度,我國自1993年才開始推行國家公務員制度。相對于西方發(fā)達國家,我國公務員制度的實施效果尚不理想。從形式上看,我國已基本具備了現(xiàn)代公務員制度框架,但制度體系本身并不配套,公務員隊伍的積極性、政府工作的效率都有待進一步提高。現(xiàn)行的國家公務員制度是從2006年開始實施的,雖然存在眾多不足,需要不斷完善,但是,短時期并不會發(fā)生根本性的改變。本次研究擬在現(xiàn)有公務員法的基礎上,綜合運用各種激勵理論,結合基層部門的實際情況設計針對性地激勵策略。 D市公安局科技處的員工,一方面屬于國家公務員,同時其成員屬于知識型人才,具有追求自主性、個體化、多樣化和創(chuàng)新精神的特點,對公安系統(tǒng)的技術發(fā)展起著至關重要的作用。研究對這類知識型公務員的激勵策略,對于提高知識型公務員工作效率、改善科技處的管理和增強科技處的工作效能都具有重要的意義。 全文共分為六個部分。第一部分為緒論,主要介紹了研究背景、目的、意義和方法;第二部分介紹了激勵理論,強調(diào)了他們對激勵公務員的借鑒意義;通過對公務員制度實踐較為成功的幾個典型國家進行比較,總結提煉出各自成功的經(jīng)驗以及不足之處,引以為我國國家公務員激勵問題研究借鑒;第三部分介紹了D市公安局科技處的基本情況和在激勵實踐中存在的問題。第四部分分析了存在問題的原因和科技處員工的需求特點。第五部分,在分析科技處現(xiàn)有的權利和資源的基礎上,給出了針對科技處員工的激勵策略和手段。最后為論文的結論。
[Abstract]:The civil service system is the modern government personnel administration system, our country only began to carry out the national civil servant system since 1993. Compared with the western developed countries, the implementation of our civil service system is not ideal. From the formal point of view, our country has basically possessed the framework of modern civil service system, but the system itself is not matched, the enthusiasm of civil servants and the efficiency of government work need to be further improved. The current national civil service system has been implemented since 2006, although there are many shortcomings, need to be improved, but in a short period of time, there will not be fundamental changes. On the basis of the existing civil servant law, this study comprehensively applies various incentive theories and designs targeted incentive strategies in combination with the actual situation of grass-roots departments. The staff of the Science and Technology Department of the D City Public Security Bureau, on the one hand, belong to national civil servants, while their members belong to knowledge-based talents, with the characteristics of pursuing autonomy, individualization, diversification and innovative spirit. It plays an important role in the technical development of public security system. It is of great significance to study the incentive strategies for this kind of knowledge civil servants to improve the efficiency of the knowledge civil servants, to improve the management of the science and technology department and to enhance the work efficiency of the science and technology department. The full text is divided into six parts. The first part is the introduction, mainly introduces the research background, the purpose, the significance and the method, the second part introduces the incentive theory, emphasizes their reference significance to the incentive civil servant; Through the comparison of several typical countries which have been successful in the practice of the civil servant system, the author summarizes and abstracts their successful experiences and deficiencies, which can be used for reference in the study of the incentive problem of our country's national civil servants. The third part introduces the basic situation of Science and Technology Department of D City Public Security Bureau and the existing problems in incentive practice. The fourth part analyzes the reasons of the problems and the demand characteristics of the staff in the Department of Science and Technology. In the fifth part, on the basis of analyzing the existing rights and resources of science and technology department, the incentive strategy and means for the staff of science and technology department are given. Finally, it is the conclusion of the paper.
【學位授予單位】：大連理工大學
【學位級別】：碩士
【學位授予年份】：2007
【分類號】：D631.1

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本文編號：1913016