论文部分内容阅读
一、公共部门人力资源管理企业化改革的必要性和可行性1.公共部门人力资源管理企业化的必要性分析。传统人事管理认为,政府没有必要采取主动性的态度去招募人员,自有人会主动上门,因此公共部门一般处于被动等待的局面,结果造成大量人才流失。我国政府要适应日趋激烈的国际竞争就必须改革现有的公共部门人力资源管理模式,着力构建既符合现实国情,又面向未来的人事制度,进而建成一个效率更高、责任心更强和服务品质更好的政府。改善招聘过程,吸引高素质雇员已经成为现代各国竞相努力的方向。其中的主导方式就是学习借鉴成功企业经验,仿照企业进行市场化运作。
I. The Necessity and Feasibility of Enterprise-wide Human Resource Management Reform in the Public Sector 1. The necessity of enterprise-based human resource management in the public sector. Traditional personnel management believes that the government does not need to take the initiative to recruit staff, their own initiative to come, so the public sector is generally in a passive wait situation, resulting in a large number of brain drain. In order to adapt to the increasingly fierce international competition, our government must reform the current human resources management mode in the public sector, and strive to build a personnel system that is both realistic and future-oriented, so as to build a more efficient, responsible and service-oriented Better government. Improving the hiring process and attracting high-quality employees has become the direction that every country in the world can compete for. One of the dominant way is to learn from the successful business experience, modeled on the market-oriented operation of enterprises.