A Study On Career Planning And Management Of Local Civil Servants

Around the1980s, the rise and development of the new public managementmovement started to make new demands on the government. The idea that governmentwork and enterprise management are interconnected were widely accepted. To applycareer planning to the management of civil servants became the trend and major contentof government reform worldwide. This undoubtedly had a significant impact on thefuture construction of the civil servant system and the development of the government.Career planning not only helps individuals to choose the right positions and be clearabout their career development, but also gives full play to the potential of the employeesand makes possible an increase in value of human capital. Currently, however, domesticresearch is far from being enough in terms of career planning and management of civilservants. Judging from the time, the study of career planning and management of civilservants is divided into three stages, namely, the individually spontaneous stage, thestage based on descriptive studies, and the stage of research on the construction of acareer planning system. The study involves career planning of civil servants, includingthose at the basic level, and of civil servants from different professional systems, theestablishment and subject of such planning, etc. Due to a late start and lack oftheoretical foundation, career management of local civil servants is a new ground to bebroken in the disciplines of political science and public administration.Based on a strict definition of the related concepts of career development andmanagement of civil servants, the author describes and clarifies, since the modern timesand especially with the rise of behavioral science, the anchor theory, the theory ofvocational aptitude and the Minnesota adaptation theory which are gradually formedand closely related to the career planning of civil servants. By detailed analysis of thestatus quo of the career development system from the point of view of both psychology and management, the author believes that, as executives of public authority, civil servants,under the direction of either rational or irrational motives and the pursuit of a publicposition, achieve both personal aspirations and public interest. The psychology ofindividual career development forces government departments to conduct careermanagement within them, which in turn leads the entire administrative system to changeand even the political system to gradually tranform. Therefore, the research on careerplanning and management of local civil servants can generally follow a triple path of“vocational psychology of individuals–career managemment within the department–transfer of the administrative system”.By historical research and a comparative study, the author describes in detail andanalyzes briefly the historical evolution of career planning and management of civilservants of all times and places, pointing out that the career management model of civilservants of different times in different countries is set up on the basis of country-specificconditions and characteristics of the time and therefore has different features andadvantages. It also offers useful reference and guidance to the establishment andimprovement of the job classification system, the promotion system, the training system,the payment system, as well as the retirement management system of the civil servants.Given that the research on career development of the local civil servants lacksempirical analysis, the author uses civil servants in Suzhou as objects of study, and withthe help of a serious study of the reality as well as an in-depth study on the theories,creates a questionnaire on career planning and management of local civil servants. Theauthor carried out a survey and made the correlation analysis of the collectedquestionnaires. Based on the analytical results and from the updated concept ofdevelopment and the idea of improving various regulations, the author proposed specificmeasures to improve the career planning and management system of the local civilservants.