Study On The Reform Of Civil Servants Classification Management In Shenzhen

Efficiency is the fundamental value of public administration. All of public administrative affairs are accomplished by individual bureaucrats. The traditional personnel management system lags behind the demands of social and economic development. Under the circumstance of economic reconstruction and social structure adjustment, it becomes an elementary issue to search after efficient incentive system of civil servants management, especially in Shenzhen, the special economic zone of the reform and opening-up policy. Civil servants management system is closely bounded up with sustainable development and innovation of the whole society.This thesis aims to explore future paths of the reform of civil servants systematic management in Shenzhen. According to social division of labor and position allocation, there are three categories of civil servants, namely, Integrated Administration, Law Enforcement and Professional Expertise. Experience shows that different needs exist among these three categories of civil servants. Different means of incentive methods improve working enthusiasm of individual bureaucrat, which is also the basis of classification reform of civil servants in China. To some extent, the success of reform in Shenzhen depends on the reform of administrative system reform, whose core is the institutional management of civil servants. Classified management of civil servants in Shenzhen has had a positive exploration, but we still have questions. Have the actual situation met our expectations? What kind of problems will we meet? What cause the problems? What should we do? How to make a choice? Therefore, we need to analyze social background and motivation of the reform and make an objective evaluation to the reform, in order to explore the reason behind the problem, and provide feasible solutions.With the method of induction and deduction, method of analysis and synthesis, method of comparative analysis, and case study, we found that the reform of classification management of civil servants in Shenzhen has made great contributions to the development of society in Shenzhen. In other words, the system of classified management of civil servants starts to be functioned. At the same time, due to bureaucracy ideology, systematical deficiency, lack of evaluation system, reform system, etc., classified management of civil servants in Shenzhen still faces many rooted problems. Based on case study and comparative analysis, this thesis comes up with the creative improvement plan for classification management of civil servant in Shenzhen. It indicates that the reform of classification management of civil servants in Shenzhen should not only follow the general rules of human resources management in public departments, but also use them into China’s context from an overall perspective.This thesis is divided into seven parts. The first part is introduction, mainly discussing this thesis’s significance, literature review, research methods, structure, etc. The second part focuses on the concepts and theories. Concepts include civil servants, classification management, civil service system, technocrats, etc.; theories include new public management theory, and in the specific operational level theory of social division of labor, position classification theory, multi-incentive theory, etc. The third part explores current situations of classification management of civil servants in western countries. Through the analysis of classification management of civil servant in the United States, Britain, France, Canada, Singapore, Hong Kong and other countries and regions, we tease out some experience which can be used for reference in Shenzhen. The fourth part expounds the background and the current situation of Shenzhen civil service reform of classification management. The fifth part analyses comprehensively problems and causes during reform in Shenzhen. The sixth part comes up with some thorough measures. The seventh part is conclusion and future feasible research.