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文章直面“讨价还价”的惯常现象及“减而复增”恶性轨迹,政府部门人员编制管理应在整体性理路导引下突破数量维度的思维限囿,在多方位考量编制构造中顾及编制质量、结构和功能层面,进而审视编制运行机理,充分关注人员与职位的对应性联动而突显人职适配的编制性状,并在此基础上生成人职适配指数,以及相对应的编制点,构设定期性调整的政府编制“弹性”框架,因政府职能强调随机性安排其人员额度、领导职数、编制结构及人员质量,进而在人员数量及质量差距调控中探索人员编制“质量换数量”的管理新路向。
The article faces the usual phenomenon of “bargaining” and the vicious trajectory of “reducing and multiplying”. The staffing management of government departments should break through the thinking limit of the quantitative dimension guided by the overall rationale. In the multi-dimensional consideration of the organizational structure Take into account the preparation of quality, structure and function level, and then examine the preparation of operating mechanism, pay full attention to the correspondence between personnel and positions to highlight the preparedness of personnel adaptation features, and on this basis to generate the occupational adaptation index, and the corresponding Organize the periodic adjustment of the government system “flexible ” framework, due to the government functions to emphasize the randomness of its staff quotas, leadership positions, the preparation of the structure and quality of personnel, and thus the number and quality of personnel in the regulation and control of the exploration staff Preparation of “quality for the number of” new management direction.