Research On Career Management For Civil Service In Integrated Management Category

The rapid economic and social developments as well as the increasingly fierce international competition stimulate the government to set a higher standard for public management. The government human resource development has been regarded as the key to improve public management. As a relatively new and modern human resource management, career management in China is still in its infancy. The implementation of "Civil Service Law" provides a legal framework for the civil-service classification and the career management. Hence, the categorization of civil service management becomes a pressing task on the agenda. This paper, drawing on the theories of civil-service career management and the effective experience of foreign governments, discusses the measure of constructing the career management system for the civil service of comprehensive-management category. This paper includes five parts.The first part is an introduction. The author firstly describes the research object, the research purpose as well as its significance, and then overviews the research status and research results of the current domestic and international civil service career management. The overview reveals the scarcity of theories about the civil-service career management at home and abroad.The second part introduces the related concepts and theories of career management. The author given interpretations for the concepts including career, career planning, career development and career management. The theories which are closely related to career management theory are introduced and their significance is analyzed.The third part gives an integrated presentation of the status quo of the civil-service career management in the United States, Britain, France and Canada. The management methods adopted by these four nations are compared, several points of which are then extracted to inspire the construction of the career management system for the civil service of integrated management category in China.The fourth part is the career-management status quo analysis. Based on the implementation of the current management system and the interpretation of "Civil Service Law" and other relevant laws and regulations, the status quo are analyzed from four perspectives. The problems existing in the current management system as well as the causes are analyzed.The fifth part presents suggestions to the career management system construction for the civil service of comprehensive-management category. The system includes vertical and horizontal dimensions:horizontally, the theory of career management should govern all aspects of the civil service system and then a framework should be formed based on the theory; vertically, career management will be a system ranging internally form career planning to stage management. Thus both vertical and horizontal dimension forms a comparatively complete and comprehensive system for the civil service career management.