First, the current difficulties and problems in the training of civil servants
In recent years, we have conscientiously implemented the "Provisional Regulations on State Civil Servants", strictly implemented the civil servant training system, and earnestly carried out the civil servant training work, which has improved the political quality and professional quality of civil servants to varying degrees and achieved certain results. However, due to the late establishment of the civil service system, the training of civil servants has been carried out for a short time, and the system is still not perfect. There are still some difficulties and problems, and some places need to be improved urgently, mainly in the following aspects.
1, lack of understanding of the importance of training, being a mere formality and going through the motions. Training is a basic work of civil servant management, but in actual management work, it often focuses on appointment, promotion and transfer, ignoring the training and re-education of civil servants, paying insufficient attention to the idea of training and working hard; Moreover, many civil servants think that they have received formal, scientific and systematic education in colleges and universities, and they don't need "reprocessing" in their work, so their enthusiasm for participating in training is not high, and they lack enthusiasm and initiative, which makes the training work a mere formality.
2. The structure of training content is unreasonable, resulting in the phenomenon of learning without using it. At present, there is a general tendency in the training of civil servants: emphasizing the study of political theory and ignoring the study of economic theory; Attach importance to theoretical training, ignoring professional knowledge, technical knowledge and post ability training; Emphasis on hierarchical training, ignoring on-demand teaching and classified training; Moreover, there is little content involved in expanding knowledge, enhancing ability and cultivating creative thinking. The poor practicality and pertinence of training, and the disconnection between training and use, not only make the training lose its purpose, but also make the trainers lack motivation, resulting in the phenomenon of learning without using it.
3. The training methods and means are single, and the training quality is not high. At present, the training methods of civil servants are still mainly face-to-face, teaching materials and classroom teaching. There are few practical exercises, case analysis and investigation in the teaching process. This kind of indoctrination training lacks application, scientificity and flexibility, which not only makes it difficult to improve the participants' interest in learning, but also fails to focus on cultivating civil servants' analytical ability and administrative decision-making ability, resulting in low training quality and unsatisfactory learning effect.
4. The evaluation mechanism of training effect is not perfect, and the effect of training effect is not obvious enough. At present, we pay attention to the training and learning process, ignoring the evaluation of training effect, failing to adopt scientific and effective methods to test and measure the knowledge and skills learned by students, and lacking the follow-up management after training. Moreover, there is a "fault zone" between civil servant training and promotion, and the two are not combined. Although the training results are regarded as one of the bases for civil servants' assessment and promotion, the application of training results and achievements in civil servants' management is relaxed, and the phenomenon of "training is the same as not training, and the training results are the same" appears, which gives people who avoid training an opportunity.
5. The training institutions are not perfect and the construction of training bases is backward. At present, there are not a few training institutions for cadres in party and government departments. Party committees and administrative colleges have party schools. However, in the aspect of training civil servants, the characteristics of this training system are not prominent enough, the industry and pertinence are not strong, and there is no characteristic and complementarity. Moreover, the teaching facilities are poor, the teachers are weak, and the teaching methods are outdated, especially the construction of training bases at the city and county levels is backward, which cannot keep up with the needs of the development of the situation. A considerable number of training bases have lost their main function of training civil servants.
6. The training funds are seriously insufficient, which affects the normal development of training. At present, the funds needed for the training of party and government cadres are generally allocated by the government. However, due to the lack of legal protection and limited financial resources, especially in economically underdeveloped areas, there is no special budget for the training of civil servants, and the training funds cannot be fully paid in time. Moreover, the training funds in many places are mainly borne by the units and departments where the trainees work. At the same time, insufficient ideological emancipation and single financing channel have caused a serious shortage of training funds, which has seriously affected the normal development of training work.
Two, improve and perfect the civil service training system, and further improve the training countermeasures.
(a) fully understand the importance and necessity of civil servant training, and enhance the sense of urgency and responsibility of doing a good job in training.
1. Strengthening the training of civil servants is an important way to improve the capacity building of civil servants. Civil servants are national administrative talents, and their ability construction is directly related to the administrative level and social development of governments at all levels. Strengthening the training of civil servants is a convenient and effective way to improve their capacity building and comprehensive quality. Through training, civil servants can constantly supplement and update their knowledge, master their skills and improve their innovation ability, thus establishing an optimized, lean, honest and efficient civil servant team and improving the administrative efficiency of state administrative organs. All countries and regions that implement the civil service system attach great importance to improving the ability of civil servants through training. Japan has always believed that training is the most effective form of "intellectual development" and "ability development". France analyzed the situation of civil servant training in recent 15 years, and finally reached the conclusion that "training is the best investment". There is a popular saying among civil servants in Hong Kong: "Life depends on efficiency, and training determines efficiency" (from Human Resource Management in the New Knowledge Age, p. 603).
2, strengthen the training of civil servants, is the need to implement the scientific classification management of cadres. China will carry out major reforms in the personnel system and implement scientific classified management of cadres. The unified training system and methods in the past did not meet the requirements of classified management and the construction of high-quality civil servants. Therefore, it is necessary to reform the training system and implement different training systems according to the different situations of all kinds of personnel. In the civil service system, it is necessary to establish a training system suitable for the characteristics of civil servants, and constantly train civil servants, so that civil servants can clearly understand the situation, correctly exercise their rights and earnestly perform their obligations, so as to implement scientific and effective management of civil servants. As some scholars in Taiwan Province Province pointed out, training is an important link in the management of public officials. Without training, there is no basis for appointment and promotion, and focusing on appointment and promotion is a practice of putting the cart before the horse (from Human Resource Management in the New Knowledge Age, p. 604). Therefore, it is very urgent for civil servant management to do a good job in civil servant training.
3. Strengthening the training of civil servants is a long-term strategic task. With the rapid development of economy and science and technology, new disciplines, new industries and new technologies have infiltrated into government departments, and government administration has become increasingly complicated, knowledgeable and informationized, which has put forward higher requirements for the quality of government staff, and the significance of civil servant training has risen to a strategic position. Western countries have long recognized the strategic significance of civil servant training and determined it in the form of legal system. 1958, the us congress passed the employee training act, which included the training of civil servants in the legal scope. 197 1 year, France promulgated the law on continuing education, which made special provisions on the training of civil servants (from pages 1208 and 1209 of Human Resources Management in the New Knowledge Age). Deng Xiaoping put forward in 1983 that "education should face modernization, the world and the future" (Selected Works of Deng Xiaoping, Volume III, Page 35: Inscription for Jingshan School), which undoubtedly revealed the strategic significance of training and education. We must take strengthening the training of civil servants as an important strategic task according to the development of the situation, so that all civil servants can receive "continuing education" and "lifelong education", paving a "fast lane" for the growth of civil servants, thus accelerating the process of building a well-off society in an all-round way in China.
(two) adhere to the three principles to carry out civil service training.
1, the principle of consistent learning and application. The purpose of civil servant training is to use. Therefore, according to the nature of civil servants' work and industry characteristics, we must carry out corresponding training, strive to make the training consistent with the use, make civil servants apply what they have learned, and constantly improve their ability to perform official duties and solve practical problems.
2. The principle of on-demand teaching. Civil servant training must be based on the actual needs of society or regions, industries and units, determine the types, methods, time, content and direction of use of training, and formulate training plans and implementation plans to make the training more targeted and adapt to the needs of social and economic development.
3, the principle of pragmatic. Civil servant training needs to spend a lot of manpower, material resources and financial resources. We should not only pay attention to the effectiveness of training, but also ensure the quality of training. You don't have to go through the motions, but constantly reform the training content and methods in practical work to continuously improve the quality and effect of training.
(3) Enrich the training content and enhance pertinence and practicality.
Under the new situation, civil servant training is not only a simple study of political theory and political literacy, but also different from professional training with business knowledge learning and business skills training as the only content, but should be a combination of the two. We should focus on improving the comprehensive quality of civil servants, adhere to the principle of "what to do, what to learn, what to lack, and what to make up", and constantly enrich the training content. First, the general training content mainly includes the basic skills necessary for daily civil servants, such as national policies, basic political theory, professional knowledge, computer, English, Mandarin and so on. These contents are an indispensable part of the basic quality of civil servants, which embodies the same requirements for the quality of civil servants and belongs to the public basic courses in training. At present, the induction training of civil servants includes these training contents. The second is the content of special training. It mainly includes special business knowledge research, analysis of major issues, clarification of important policies and regulations, and introduction of advanced experience. This part of the content varies with the position, position and task, and belongs to the specialized course in training. For example, for public, procuratorial, legal and departmental civil servants, focus on special study and training focusing on administration according to law and administrative licensing law; For civil servants at the leadership level, focus on special study and training to improve their administrative management ability and overall coordination ability. The third is the content of topic selection training. This kind of training content is mainly selected by students according to their actual work needs and personal interests. It is an elective course in training and a personalized menu training, which is easy to mobilize the enthusiasm of students. The training of this kind of content must be equipped with a special question bank for civil servant training and a teacher database for random selection during training, so as to be carried out normally. Organization and personnel departments should keep up with the development of the times and the knowledge needs of civil servants, do a good job in the "four types" training of civil servants, study and formulate the compulsory and elective contents of training, adjust, update and enrich the training contents in time, and effectively enhance the pertinence and effectiveness of training.
(four) innovative training forms, improve the quality and effect of training.
According to the development of the situation, we should vigorously reform the training methods and organizational forms of civil servants, create flexible and effective training forms that reflect the characteristics of civil servants and the characteristics of the times, continuously enhance the attractiveness of training, and improve the quality and effect of training.
1, full-time training. It refers to letting civil servants leave their original jobs and concentrate on training bases such as administrative colleges, party schools and universities for a certain period of strict management study and training, which is a closed training method. This kind of training usually organizes special investigation and field observation activities at the end, so this training method can not only let students learn solid basic theories, but also broaden their horizons and increase their knowledge, and the training quality and effect are good.
2. face-to-face training. According to the needs of civil servants' work, experts, scholars and professors are regularly invited to give lectures to the government, face-to-face lectures and concentrated short training to solve difficult problems raised by civil servants. This is a convenient, efficient and low-cost training method. This is the most suitable training method in the case of tight training funds. In the process of implementing the strategy of strengthening the city with talents, Gaozhou invited many famous experts and professors from China Academy of Social Sciences to give lectures on talents, which enabled the civil servants to establish a scientific view on talents, broaden their thinking on talents and received good training results.
3. Attachment training. It refers to sending civil servants to pre-agreed grass-roots organizations and units for practical exercise and holding certain positions, which is a way of practical exercise. On the one hand, we can gain practical work experience, on the other hand, we can extract solutions from the process of studying practical problems. At the end of last year, Guangdong Province launched the activity of "100 cadres going to the grass-roots level", which was only a training method of attachment training, which not only gave cadres a profound party spirit education, but also improved their ability to solve practical problems.
4. Academic training. It refers to sending or organizing civil servants to institutions of higher learning for further study, continuing education, obtaining higher education and improving their knowledge and cultural quality. From the perspective of talent investment, academic training is systematic, complete and scientific, and it is a training method with large investment and greater benefits. Professor Schultz, an American economist who invented the theory of human capital, pointed out that the ratio of education level to mental labor ability is: university: middle school: primary school = 25: 7: 1 (from Human Resource Management in the New Knowledge Age, p. 1 124). Every year, the United States sends more than 2,000 federal employees to Harvard and other prestigious universities to further their studies and improve their academic qualifications (from page 6 10 of Human Resources Management in the New Knowledge Age). Preferential policies should be introduced, such as reimbursement of tuition fees, actively encouraging civil servants to participate in academic training, improving the academic structure, and improving the level of specialization and knowledge.
5. Research and training. It refers to organizing civil servants to take research topics, go deep into the grass-roots front line, go deep into factories and enterprises, investigate and study, understand new situations and new problems, write research reports and exchange research results in accordance with the principle of combining theory with practice. This is an effective training method to cultivate the work style of integrating theory with practice and improve the ability of scientific decision-making and problem analysis. It is necessary to improve the investigation and research system of civil servants, formulate and implement the investigation plan, and promote the in-depth development of this training activity.
(five) to establish and improve the training institution system to meet the needs of the development of civil service training.
In view of the weak construction of civil servant training institutions and the imperfect training system, it is necessary to reform the original system in which the training of party and government cadres is mainly undertaken by party schools at all levels, and gradually establish a perfect training system. The first is to establish a perfect administrative college. This is the main institution to train civil servants, mainly to train civil servants with a certain level in rotation and cultivate high-quality administrative talents. At present, all countries that implement the civil service system attach great importance to the role of this training institution. There are 186 advanced administrative colleges and more than 300 administrative research institutions in the United States (from page 6 10 of Human Resource Management in the New Knowledge Age). In our country, the report of the 13th National Congress of the Communist Party of China emphasized that the establishment of the National School of Administration should be listed as one of the three basic tasks in establishing the civil service system, which shows the importance and urgency of this work. Second, give full play to the advantages of colleges and universities in terms of teachers, technology and equipment, establish cadre training bases in ordinary colleges and universities, let some departments of the school undertake some training projects that are highly technical and difficult for ordinary training institutions to achieve, and let colleges and universities play a leading role in the regularization, professional training and education of civil servants. The third is to develop and strengthen cadre management schools at all levels. This is a powerful supplement to the training of the School of Administration and Management, and it is the base camp for the training of civil servants at the city and county levels. It mainly undertakes the short-term training task of civil servants, and needs to adjust, enrich and improve its teachers, technology and equipment in the future. All kinds of training institutions should be properly divided, and it is clear which kind and level of civil servants are trained by which kind of institutions and where to undertake different forms of training, so as to give full play to the maximum efficiency of all kinds of training institutions. It is necessary to integrate the training institutions at the provincial, city and county levels to organically combine, complement and promote each other, and form a training system with strong pertinence and reasonable hierarchical structure.
(six) improve the mechanism and measures to ensure the smooth development of training.
1. Further improve the mechanism and strengthen macro management. According to the requirements of the Tenth Five-Year Plan of the Central Committee and the Provincial Party Committee on the large-scale training of cadres and civil servants in our province, it is necessary to further improve the overall arrangement of the training declaration and registration system and the operating mechanism of combining planned training, independent training and competitive training. It is necessary to strengthen the macro-management of training work, effectively straighten out various relationships between trainees and organizational subjects, superiors and subordinates, solve some contradictions and conflicts in training work, and realize systematic, standardized and scientific training work.
2. Establish and improve the training incentive and restraint mechanism. In view of the lack of motivation and enthusiasm of individual units and personnel to participate in training, we should further strengthen training management and gradually establish a scientific and effective assessment and reward and punishment mechanism. First of all, the training results should be directly linked to the annual assessment, appointment and promotion of civil servants. Where the superior requires training and fails to participate in the training without justifiable reasons, the annual assessment will be rated as incompetent; Those who fail the training assessment will not be determined in the annual assessment and will not be able to cash in the relevant treatment. They will insist on "no training, no post, no training, no promotion". Secondly, the training is directly linked with the construction of "four types of organs" (service, high efficiency, honesty and learning) and the establishment of evaluation mechanism of civil servants' performance management, so as to promote the attention of all units to training and continuously improve the participation rate.
3. Establish a training quality evaluation system. The effect of civil servant training must be measured by evaluation. At the end of the training, the training effect should be evaluated by testing; After the training, students can evaluate the training effect by means of field observation, interview and questionnaire survey, and take the feedback results as the main reference conditions for improving teaching methods to continuously improve the training work.
(seven) to strengthen infrastructure, to provide protection for the training work.
1, strengthen the construction of policies and regulations, and provide legal guarantee for training. In view of the slow progress of legislation on civil servant training and the lack of legal protection, it is necessary to quickly strengthen the construction of training policies and regulations, formulate and implement laws and regulations on civil servant training, formulate specific training regulations and implementation rules, determine the basic principles and procedures of training, and make "training is both a civil servant's right and a civil servant's obligation" in legal form, so that party and government departments at all levels feel reasonable.
2. Strengthen the construction of facilities to provide teaching guarantee for training. In order to adapt to the development and change of civil servant training methods and contents, it is necessary to strengthen the construction of software and hardware facilities in training bases, especially county-level training bases. It is necessary to equip advanced teaching equipment, carry out multimedia network teaching and realize the sharing of training knowledge resources. It is necessary to standardize the training materials for civil servants, study and design training courses and training time, strengthen training management and ensure training quality. It is necessary to strengthen teacher training and improve teachers' level. By hiring a group of experts, professors, leaders and outstanding talents with rich practical experience from all walks of life as part-time teachers and visiting professors, we will establish a relatively stable team of teachers with excellent quality, sufficient quantity, full-time and part-time combination, and gradually establish a teacher reserve to ensure the smooth development of training and teaching.
3. Increase capital construction and provide funds for training. It is necessary to raise funds through multiple channels, increase training financial resources and increase training investment. Civil servant training funds should be included in the annual government budget, and a certain share of special funds for talent development should be used for the construction of civil servant training bases and other training expenditures. Individual civil servants should also reserve a certain percentage of training funds in their salaries. Countries that implement the civil service system are increasing their investment in training. France spends as much as 6% of its total wages on training in the public sector every year (from page 6 13 of Human Resource Management in the New Knowledge Age). In addition, we should emancipate our minds and broaden financing channels, such as attracting corporate investment and sponsorship, pooling social funds, and constantly expanding the training funds for civil servants to ensure the smooth development of training.
In a word, the training of civil servants is still in the stage of continuous improvement and development. We believe that with the promulgation and implementation of the Civil Service Law and the establishment and improvement of the civil service training system, civil service training will be more dynamic and play an increasingly important role in paving the "fast track" for civil service growth, developing civil service talent resources and effectively promoting the development of local economic and social undertakings.