| China since the planned economy to a market economy, the whole community is being very difficult to predict the speed of development, national development, and talent is the pilot. Highly competitive society pay more attention to the ability and potential of each individual play.How to maximize and effectively tap the potential of people to become the government and enterprises need to solve problems. Government departments, human resources are the human resources in the whole country an important part of the Civil Service is the main government departments, human resources, training civil servants in government departments, human resources development, a major component. I am in my provincial government departments for many years, both trained others, are also given to train others. Years of training experience, is often confused in our province the status of the existing civil service training through the motions. To take this opportunity, I have access to a wealth of information to study the Western developed countries in the advanced experience of civil service training and systems, combined with the actual situation of our province, proposed to establish in order to enhance civil service capacity of our province as the core of the training system, on how to establish capacity building of the structure of civil service training conducted in-depth from six aspects described, hope to improve the province's civil service training system for help.This paper is divided into three parts:The first part, mainly on the status of civil servant training in our province and problems were analyzed and discussed. Our province's civil service training after 10 years of exploration and efforts, has built a relatively complete legal system for civil service training, and formed a provincial party committee organization department of the provincial Civil Service Agency for the training of management to all levels of Administrative College, Party as the main training institutions and training system for the province has trained a large number of outstanding civil servants. In the achievements, we are also aware of existing problems: one, the concept of civil service training biased understanding of the civil service training as consumption, investment, and that the training will not bring any revenue, there is a "speaking important, make up the secondary. busy not to "the phenomenon; that the Civil Service is the Government who is the Government to do their training, there has been training institutions, training content, training time, training methods and so on matters relating to training of civil servants by the government ( such as the personnel department) monopoly situation; 2, the lack of scientific training, organization and management, specifically manifested in the lack of training needs analysis, the lack of in-depth impact assessment of training, lack of training results into mechanisms; 3, competency-based training system has not been established , there is too much emphasis on knowledge, training and capacity training of key indicators dislocation too general status quo. These problems have affected the development of training of civil servants in our province, affecting the pace of the civil service top-notch training in our province.The second part, focused on the civil service "capabilities-based" training system and to establish necessary. Ability of civil servants training system is to take the "capacity" to carry out civil service training activities as the fundamental values in order to improve the actual working capacity of civil servants to develop the potential of the civil service as the goal, by setting targeted, practical training courses for the high use of flexible a variety of training methods and techniques to a wide range of training, the main body as the basis, in order to standardize the training system for the protection of other effective measures to meet the ability to work with the civil service's own development needs, to promote administrative efficiency. Based training system to build capacity building to enhance national capacity-building with the foundation of government functions to adapt to the changing needs of knowledge-based economy and information society in line with the requirements of the development of practical significance.Part III to explore the ability of civil servants training system to build our province response. Proposed six ideas: one, a sound and comprehensive training for civil servants security mechanisms, mainly including (1) Training results into a mechanism for "capacity-type" training for civil servants, the key lies in time will be learned in the training of the knowledge and skills into real-world productivity; (2) Training funding guarantee mechanism, capacity training, whether from training or training in curriculum design, organization and management mean that more than ever need to invest funds, training funds for capacity training of security is the key; (3 ) open up the market competition mechanism into training institutions, open markets, which means a large extent, the original training of civil servants to break the closed system, not only the original civil service training institutions is the Institute of Administration (or Party) can undertake the training task, national education institutions (the major colleges and universities) and even the private sector could undertake the training task. The different training institutions have different strengths of the training of civil servants from different companies to choose different courses for education and training for civil servants to provide an optimal education and training opportunities. The establishment and healthy competition, so that training institutions completely changed the original mode of operation, will show a strong vitality and vigor. All of these training institutions will be greatly activate the internal driving force. In order to achieve our capacity-building-type civil service training system, the effective promotion of growth and development in our province The purpose of the civil service; (4) the establishment of training effectiveness and application of monitoring mechanisms, the purpose is to protect the ability of our province-based training system for the operation of the outcome. 2, update training concept, the training of civil servants to human resource development, enhance the comprehensive strength of our province to understand the height, we must realize that to strengthen the civil service vocational training, with the strengthening infrastructure construction, improve the investment environment is equally important strategic position; We should establish a "people-oriented" training philosophy, training in design, full of research and respect for the trainees to learn the law, with particular attention training, humanized design, scientific, rationalization, that is, students motivated by creativity and learning potential. 3, based on different stages of career civil servants to establish their respective ability index system, the advanced training of civil servants with experience in developed countries, the civil service competency standards will be established in a very detailed system of our country at present only a "Common Competency Standards for the national civil service system", Design a very general and does not facilitate the actual operation. We should be based on different stages of the civil service career, and establishing the functional requirements for each stage of the civil service system of competency standards, this article on civil service career, the conversion will be as a whole is divided into three levels: general staff, middle and senior (policy level) personnel . Staff at every level to master the ability to be different, to "the national civil service system of common standards of competence" as the basis for establishing the province's three levels of the civil service system of competency standards. 4, in order to enhance capacity of the core to identify training needs, setting training, individual needs analysis and strategic planning units in combination, identify training needs, fully embodies the "people-oriented" training concept to improve the quality and ability of the civil service training objectives will be training of the results of the use of integration into the goal, to maximize digging, play, and the development of human capacities, establish competency-based training model, and then on-demand teaching, set up the ability to enhance training content, "on-demand teaching" is based on the training target Set different courses of different modules to determine the "capacity-oriented" concept, from the study of theory-oriented to enhance civil service capacity of the main transition from the theory with the theory. 5, using the promotion of capacity building of training forms and methods, although the civil service training of teaching a variety of ways, but the case has been referred to as the training capacity of the training of civil servants around the world the main way. Case Teaching in the implementation of the process, to some of the theories in the province to convert the case teaching system teaching system, there must be a transition to sub-frequency, sub-disciplines gradual promotion of the province's training institutions to be teachers the training of case teaching, case teaching organizations to mobilize workers to enroll in the establishment of our province's case base. At the same time, in order to solve a number of important positions in our province because of the work of civil servants busy, too busy to participate in the training face to face difficulties in our province in the future civil service training, training of civil servants should be developed e-learning classroom, a more effective integration of high-quality teaching resources, learners can also make their own selection of personalized learning, so that more targeted training for civil servants. 6, to establish a scientific assessment mechanisms, training, evaluation refers to the collection of the results of training to measure the effectiveness of the training process. Currently the world's most widely used assessment tool of training is to Korotkoff 4 (four) training evaluation model (Kirkpatrick Model), in the training of assessing the status of the field is difficult to shake. "Kirkpatrick Model" has four levels, namely, reaction layer, learning layer, behavior and effects layers layers. A general assessment of the most common way is to level one (reaction layer), and the most useful data is the training impact on the organization (performance level). The training need assessment to the first stages of the decision should be based on the importance of training.
|
PDF Full Text Request