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自1993年实行公务员制度以来,我国政府初步形成了一套由中央到地方行政学院的培训网络,在公务员培训体系、培训内容、培训形式、培训方法等方面基本实现了正式化、制度化、系统化。随着现代政府管理理念的日益深入,政府逐渐的认识到在正式培训迅速发展的同时,更需要重视非正式培训对政府和公务员发展的重要价值。非正式培训是与正式培训相对应的概念,公务员非正式培训是指对公务员没有固定的场所、统一的形式、系统的规划、具体的材料、精确的进度、专业的培训者、确定的时间、严格的实施管理和评价的一种隐性的、连续的、随时的培训。它是以“人力资本投资”、“开放式教育”和“终身教育”等现代政府人力资源开发为理念,以公务员能力提升为本位,注重随时性、连贯性、融合性、有效性的培训模式。非正式培训在阶段划分、方式确定和成本绩效等方面更注重灵活性,在内容选择与模式应用方面更具有针对性,更加重视政府人力资源差异性、岗位性的特点,在培训内容与应用、模式与结构选择方面不断有所创新。目前我国公务员非正式培训的应用和理论研究还比较缺乏,要求我们构建基于现代政府公务员人力资源开发的多维培训模式,满足公务员的能量积聚和释放诉求,实现政府人力资源的优化,提升公共人力资本的质量,促进政府部门管理绩效的提升。
Since the civil service system was implemented in 1993, our government has initially formed a network of training centers from the central government to local administrative institutes, and has basically realized the formalization, institutionalization and system of civil servant training system, training contents, training forms and training methods The With the deepening of modern government management concepts, the government gradually realized that while formal training is developing rapidly, it is even more important to attach importance to the important value of informal training for the development of government and civil servants. Informal training is the concept corresponding to formal training. The informal training of civil servants means that there is no fixed place for civil servants, a unified form, systematic planning, specific materials, accurate progress, professional trainers, Strict implementation of management and evaluation of a recessive, continuous, training at any time. It is based on the concept of human resource development, human resources investment, open education and lifelong education, and based on the promotion of civil servants’ abilities, focusing on contingency, coherence and integration Effectiveness of the training mode. Informal training pays more attention to flexibility in stage division, method determination and cost performance, more pertinence in content selection and mode application, pay more attention to the differences of government human resources and post characteristics, and in terms of training content and application, Patterns and structural choices continue to be innovative. At present, the application and theoretical research of informal training of civil servants in China is still relatively scarce, requiring us to build a multi-dimensional training model based on human resource development of modern government civil servants to meet the demands of civil servants for energy accumulation and release, to optimize the government’s human resources and to enhance public human capital The quality of government departments to promote the management performance improvement.