Model essay on human resource management in public sector: Problems in human resource management in public sector [Abstract] With the advent of the era of knowledge economy, modern human resource management concepts are challenging the personnel management methods in public sector. At present, human resource management in the public sector
There are some deficiencies in management, and the trend of reform is to establish corresponding management systems and methods under the guidance of modern human resource management ideas.
[Keywords:] human resources management of public * * * departments; Current situation; countermeasure analysis
China Library ClassificationNo.: D630.3 Document ID: Part ANo.:1003-8809 (2010)-08-0251-0/.
Human resource is the first resource, and human resource management is the core of organizational management. With the advent of the era of knowledge economy and the rise of human resource management reform in public sector all over the world, human resource management in public sector in China is also undergoing changes.
Profound changes. In recent years, the government of China has actively promoted the reform of political system, vigorously advocated the transformation of functions, streamlined institutions and improved administrative efficiency. However, the situation of non-compliance with laws and low administrative quality still exists. Therefore, it is very important to analyze the current situation and existing problems of human resource management in public sector and take targeted improvement measures accordingly.
First, China's public sector human resources management status quo
1. The public sector in China lacks a systematic understanding of modern human resource management theory.
Modern human resource management is transformed from traditional personnel management, but it is very different from traditional personnel management, and its essential difference lies in the different economic forms. Traditional personnel administration is the product of adapting to industrial civilization, which is characterized by strict regulation and management of employees and focusing on improving the overall efficiency of the organization. It is a tactical and technical management work to accomplish organizational goals. Human resource management is the product of adapting to post-industrial civilization. It manages employees as an active resource, stimulates employees' initiative and creativity through new measures such as deregulation and mental development, and pays attention to improving individual intelligence, thus enhancing the ability of organizations to adapt to the external environment. Therefore, human resource management is a management activity with strategic and decision-making significance. At present, many public departments in China are still used to summarizing the personnel management process as? In and out? In the three links, taking people as a tool to achieve organizational goals has more control over people, and taking human resources as a cost, without establishing the concept of serving people, which runs counter to modern advanced human resources thought.
2. The personnel management system and operation mechanism of public sector are facing challenges.
Since the reform and opening up, some drawbacks of China's traditional cadre personnel system, such as the tenure system for cadres, seniority, and out-of-control management, have been reformed and achieved certain results. However, the current civil servant management system and operation mechanism need to be further improved; The employment mechanism of competition for posts is not perfect, and competition has not been legalized and institutionalized; The incentive mechanism can't fully play its role; The standards of performance evaluation and assessment are difficult to determine, lacking modern performance evaluation methods and techniques, and the unified wage management system and wage standards lack flexibility and incentive functions; The legal system of civil servants needs to be further improved.
3. Insufficient training in human resources development
The human resources management department of public sector in our country has no overall consideration for the training of organization members and lacks learning atmosphere. At present, the academic qualifications, knowledge and skill structure of civil servants in China are still lacking, and the contents and methods of public sector education and training are far behind the requirements of the times. It has become an urgent task to deepen the reform of human resources education and training mechanism in public sector, create a learning organization and improve the ability and level of civil servants.
Second, China's public sector human resources management development countermeasures
1. Improve the importance of human resources and strengthen the systematic understanding of modern human resources theory.
The future competition is the competition of talents, and talents are very important for the survival and development of an organization. The public sector must rely on human resources to provide quality services and management to the outside public. Public * * * departments, especially government organizations, should establish human resource management ideas that match the market economy, attach importance to the role of people, regard administrative talents as capital that can bring direct benefits, and bring comprehensive updates to the theory and practice of personnel management in public * * * departments. Traditional personnel management is qualitatively different from modern human resource management. Traditional personnel management relies on the concepts of standardization and control; The concept of human resource management is development and innovation. Personnel management theory is a traditional theory based on classical management and behavioral science and established by using conventional research methods. The theory of public human resource management is a brand-new theory based on modern administrative management, resource economics, public sector economics, public policy analysis and information technology, using knowledge management methods and taking information technology as a platform and means. For various reasons, our public sector's understanding of modern human resources theory is still very limited. Human resources are the first resource? The concept of human resources has not yet been established, so it is very important to strengthen the study and understanding of modern human resources theory. 2. Establish human resource management system, implement modern human resource management technology and introduce planned management.
Modern management theory holds that human resource management is one of the most powerful management tools to achieve better efficiency and higher performance. Modern human resource management techniques and methods will help to establish a more effective public management organization in work design and analysis, performance evaluation and management, and salary incentives. When designing work, public management organizations should aim at maximizing efficiency. They can use mechanical work design methods to reduce the complexity of work, and can also use incentive work design methods to encourage members' innovation. By emphasizing the enlargement of work and job enrichment, we can improve the complexity of work, increase the inherent attraction of work and make members more interested in completing the work. If necessary, the post rotation system can be implemented within the organization to provide cross-job training for members, so as to learn more about different jobs, reduce members' dissatisfaction and increase their sense of accomplishment.
3. Establish a scientific job classification system suitable for national conditions.
Job classification is based on the position, which determines the elements such as responsibility, authority and qualification through job analysis, forms job description and job description, and establishes organizational structure and human resource management system. The advantage of this classification system is that all job elements are clearly defined, but the disadvantage is that the static job description lacks flexibility, and only emphasizes people's adaptation to job requirements, ignoring people's initiative and creativity, which is not conducive to personal career development. China should learn from foreign advanced methods and combine its own national conditions to formulate a scientific job classification system suitable for China's public sector.
4. Strengthen education and training, realize knowledge management, and strive to shape a learning organization.
2 1 century, the public sector must have the spirit of learning, implement cultural innovation, and establish a learning organization that constantly breaks through itself to adapt to the new environment. The public sector should strengthen education and training, improve the political and professional quality of personnel, improve the professional structure of employees in the public sector, and make it rational and scientific. Through education and training, public sector workers can update their knowledge and improve their skills. While tapping their potential, we can effectively improve their political consciousness, moral quality and legal concept, effectively develop their creative ability, cultivate their creative spirit, establish their innovative consciousness and better serve the public.
Tidy up. References:
[1] Research Office of the State Council. Leaders of ministries and commissions in the State Council talk about China's entry into WTO: opportunities, challenges and countermeasures [C]. Beijing: China Yanshi Publishing House. 2002。
[2] Zhao. Modern personnel management strategy as manpower planning. Institute of personnel management. Proceedings of the Symposium on Cross-Strait Personnel Management [C]. Taiwan Province Province: School of Personnel Management.2001.
Model essay on human resource management in public sector 2: A preliminary study on strategic human resource management in public sector Abstract: As a new thing in recent years, strategic human resource management in public sector has brought both opportunities and great challenges to human resource management in public sector in China. After summarizing the connotation and characteristics of strategic human resource management, this paper makes a preliminary discussion on the connotation, characteristics, system and mode of strategic human resource management in public sector.
Keywords: public * * * department; Strategy; manpower management/scheduling
First, the connotation and characteristics of strategic human resource management
The term strategic human resource management first appeared in the field of human resource management in the private sector. Its symbol is the article "Human Resources: A Strategic View" published by Devana, Vbloom and Dikai in 198 1. Subsequently, other scholars put forward the theory of strategic human resource management. From 65438 to 0984, the book Managing Human Capital published by Bill and others marked a leap from human resource management to strategic human resource management.
Wright &; The definition of McManhan (1992) is a series of planned and strategic human resources subordinates and management behaviors carried out by enterprises to achieve their goals. Scholars Randy, O.,&; M. Colin thinks in Strategic Human Resource Management that strategic human resource management is a kind of human resource management that connects people and organizations systematically and combines unity and adaptability. In other words, the organization's human resource management policy should be integrated into the strategy of achieving organizational goals, so that human resource management can play an active strategic role in promoting and supporting the realization of organizational goals.
The characteristics of strategic human resource management include:
First, strategic, that is, fit. Including vertical fit, that is, the fit between human resource management and enterprise development strategy; Horizontal fit, that is, the mutual fit of all components or elements of the whole human resource management system.
Second, systematic. Refers to the strategic system composed of human resources policies, practical methods and means deployed by enterprises to gain competitive advantage.
Third, goal orientation. Through organizational construction, human resource management is placed in the organizational management system to maximize organizational performance.
Second, the connotation and characteristics of strategic human resource management in public sector
(A) the connotation of strategic human resource management in the public sector
Academic circles have different views on the connotation of strategic human resource management in public sector, but as far as its connotation is concerned, it can be summarized from the following aspects:
First of all, strategic human resource management closely links the human resource management of the public sector with the strategic objectives of the public sector. This will help to improve the management style of human resource management department, develop organizational culture and improve organizational performance. The strategic human resource management in public sector is a management mode combining unity and adaptability.
Second, the consistency between organizational goals and employee goals in the public sector depends on the goal and task description, and emphasizes employee participation. In other words, public managers should convey their goals to employees through their participation in the process of strategy formulation, strategy implementation and strategy evaluation, mobilize their enthusiasm, and promote their sense of identity with the organization, so as to finally realize the unity of organizational goals and personal goals.
Thirdly, human resource management in public sector is a dynamic development process. This process will change with the change of organizational environment.
Fourth, emphasize forward-looking. Vision is embodied in two aspects. On the one hand, strategic human resource management can predict the future human resource demand by analyzing the internal and external environment of the public sector; On the other hand, it can also analyze the problems existing in human resource management in the public sector, form strategic problems, formulate a comprehensive strategic management framework, put forward alternative plans, and finally achieve the established goals of the organization through strategic implementation and evaluation.
(B) the characteristics of strategic human resources management in the public sector
Compared with private sector strategic human resource management, public sector strategic human resource management has three characteristics:
1. Diversity of goals
The public sector itself has the characteristics of multiple goals. The basic goal of the public sector is to create public interests, but also to give consideration to social fairness, justice, harmonious and stable development and assume corresponding social responsibilities. As a subordinate level of the development strategy of the public sector, the strategic human resource management of the public sector must consider the characteristics and requirements of diversified goals.
2. Human resource management in public sector started late.
From the traditional personnel system to the introduction of the concept of human resources, it is a major feature of the public sector to start late and have a weak foundation. Especially, the concept of strategic human resource management put forward in 1980s is a new thing for the public sector. Therefore, to do a good job in strategic human resources management, the public sector must abandon the shortcomings and deficiencies of the traditional personnel system and re-reserve relevant knowledge for management.
3. There are many constraints in strategic human resource management in public sector.
The human resource management in public sector is influenced and restricted by the Civil Service Law and other laws, regulations and systems. The management mode should be carefully selected and strictly implemented, and at the same time it should be supervised by the general public.
Third, the public sector strategic human resource management system.
With the development of the times, the establishment of the strategic system of human resources in the public sector has not only become the requirement of the knowledge economy era, but also the requirement of building a service-oriented government and improving the service level of the public sector in China. The human resource management strategy of public sector should also be adjusted in time with the changes of internal and external environment. According to China's national conditions, the strategic human resource management system of the public sector should include the following points:
1. Performance-oriented management system
Performance is a key factor in the development of any organization. The performance of an organization is closely related to the performance of employees and employees. As far as the government is concerned, the establishment of key performance indicators (KPI) system is conducive to relying on performance management to promote the performance of individuals, teams and the whole government organization, and ultimately helps to achieve the overall strategic objectives of the government organization. In addition, government organizations can also train civil servants and design their salaries according to the results of performance management, so as to improve their professional level and meet the needs of building a service-oriented government.
2. To establish a learning organization as the goal.
The new public management theory puts forward the requirement of building a learning organization. Under this theoretical background, the public sector in China should also take building a learning organization as part of its strategic development, cultivate the strategic vision of civil servants and promote the realization of organizational goals. . The strategic human resource management in public sector must consciously cultivate the learning consciousness and habits of civil servants, build a learning organizational culture, conduct regular training and education, and maintain an open and compatible attitude towards new things and new cultures.
3. Focus on improving service capabilities.
The public sector has higher and higher requirements for the knowledge, ability and quality of its members. In China, human resources management in public sector follows some traditional personnel systems, which obviously cannot meet the needs of the times. How to cultivate and improve the human resource ability of public sector has become an important topic in the new period. Therefore, the corresponding quality model must be established. A mature and effective competency model should be organized by the public sector? What is the composition of professional quality, professional behavior and professional skills? . Improving the human resource ability of public sector, especially the knowledge structure, ability and quality of national civil servants, will greatly promote the transformation of government functions and the improvement of government service ability.
4. Take lifelong education as the fundamental means.
The essence of education is human capital investment activity and the main way to form human capital. To build a learning organization, we must rely on educational means and implement lifelong education. What is lifelong education? From the perspective of learners' subjectivity, it pays more attention to learners' active position and develops into autonomous, dynamic, anytime, anywhere and informal learning behavior. ? The public sector should increase investment in education and learning, and make comprehensive use of resources such as institutions of higher learning, continuing education, MPA and computer networks. Vigorously promote lifelong education and long-term learning.
Four, the basic mode of strategic human resource management in public sector