A Study On Civil Servant's Engaged System

The administrative revolutions of the Western countries reached climax during the 1970s-1980s. The so-called Effective Majority Administration, which used to dominate the public management in the west for a century, is facing more and more queries nowadays. Therefore, another public administration theory with a new operating model which named as new public management movement emerged as the times required. As the pillar of bureaucratic system, the civil service system would be the first to be focused in the renovation. It is unprecedented for human resource development and management in government to introduce some effective managing methods, which were deprived from private sectors, into government administration in the process of revolution. In that case, the life-long civil servant system would be gradually diversified into contract-based short term one or temporary engagement one.The aim of the civil servant revolution is to build a flexible and efficient government. Meanwhile, the selection of talent will be opened up. The criteria for "entering, positioning and promoting" in the civil servant system have been academically regarded as the researching core since a long time ago, but the covert or irrational recruitment and the impeded positioning still exist in its operation. In recently years, as the promulgation of Public Servant Law in 2006, a series of new policies and supporting laws, including the engagement mechanism of civil servant, are mushrooming on the basis of giving legislation priority for the emergent needed and matured ones. Public Servant Law stipulates to introduce the engagement system for some positions, which is an unprecedented development for the renovation of civil servant management system in China. Public Servant Law, a framework law, aimed at solving the principle problems instead of the specific differences. Thus, some subsidiary rules and regulations should be taken out accordingly in each place. So, it is necessary to make thorough study on civil servant engagement system to ensure Public Servant Law would not deviate from its original intention. Although Public Servant Law is the product of the public personnel system, which is still in the trial implementation phase, it's too early to give a concluding assessment on that. Therefore, we should pay our special attention on the observation and over-all prediction of the civil servant engagement system, as well as on the functions and significances appeared in carrying out it in our country.Engagement or contract is not the core of the engagement system. It is the government efficiency, via releasing government administration by flexible management of talents, stands in the centre. This paper is objectively approved the favorable trend of the appointment system on the basis of scientific, social and professional comments. It analyses the perspective difficulties and hurdles in the process of carrying out the engagement system. Then it probes into the establishment and improvement of the supporting measures and the coordination between the system and its participants. Furthermore, it also gives some suggestions on how to implement the engagement system time suited, flexible and cost beneficial, as well as on improving performance and effectiveness of the civil servants for building a progressive environment to attract talents and for making the civil servant management system adapts to the economic development. As making full use of the positive functions of this system, our government would like to build an effective and clear image of the civil servants through this new implemented management system.There are five parts of this paper. The first part is the comprehensive introduction of background information, the aim, significance and the related researches carried out at home and abroad on this topic. The second part gives a clear definition of the Civil Servant engagement System and analyses the theoretical basis of this topic.The third part introduct the requirements of this topic. It analyses the development of temporary civil employee's management of German, United States and United Kingdom and offers a referential model for the rational design of the civil servant engagement in China. The forth part emphasizes on the defects and restrictions of carrying out the Civil Servant Engagement system. The fifth part gives a prediction on the development of this management system in China and prospects its favorable functions in government administrations and innovation.