Chinese Government Human Resource Management Paradigm In Historical And Comparative Fields Of Vision

Because of its special position in social and economic development, the management of government personnel has attracted more and more attention of various countries Government human resource management in western countries has become mature after hundreds of years research. While the present situation of personnel management in our country is relative lagging behind western countries, In face of a brand new operating and competitive environment, the imperative personnel management work urges us to make all-level revolution and innovation. Therefore, it has become a subject of significant theoretical and practical meaning to promote the reform and perfection of personnel organism in order to enhance personnel management level through connecting the traditional personnel management practice and introducing new ideas of human resource management.The reason for applying paradigm theory of Kuhn to research our government human resource management is that it could provide a new field of vision for our research in terms of research method, research model and so on. Because when we trace, explore and survey one social phenomenon or one main body's behaviors, we can not disregard of fact (rule and operation) and value (conception). Facts come from practice while also induce to transcend practice. Value comes from theory while also drives theoretical innovation. The relationship between fact and value is mutual dependant and is under consistent variation as that between theory and practice. Government human resource management is evolved by the function of the above mentioned two categories. The social facts behind human resource management cannot be deprived of criticism and guidance of value. Of course, as an official practice, it cannot depart from application and creation of theory, while a new theory will promote the birth of a new practical paradigm. This dissertation is based on this viewpoint to survey the construction of our government human resource management paradigm in dual fields of historical and comparative vision.The whole dissertation is composed of five parts: The first part explains the reason for choosing this research subject, the research meaning, the general concepts, the present research situation both at home and abroad, the structure and research method of this thesis, possible innovation and shortcomings. The second part elaborates the formation of our traditional personnel management from primitive democracy to official position bestowal and to finally to regulating personnel. In the third part, the evolution of our traditional personnel paradigm is introduced in such an order as recommendation organism, exam...