An Analysis And Research Of China’s Civil Servant Recruitment Mechanism

Civil servant recruitment is a fundamental symbol and key link of the civil service system. This thesis makes a deep research on China’s civil service recruitment mechanism with the aim to build and improve our civil service recruitment management in terms of efficiency as well as quality by providing a useful reference and research perspective.Through literature analysis method and classification method, the thesis makes a literature review of both domestic and foreign articles and concludes that the research emphasis of foreign countries lies in micro levels such as capacity building, evaluation and assessment while the domestic research emphasis is at the macro level such as institution building and civil legal systems. The thesis draws on public management, administration, human resources management, organizational behavior and other disciplines as its theoretical foundation in order to analyze the talent assessment theory and competency assessment theory. This thesis adopts a comparative analysis method to compare the different approaches and characteristics during the civil service recruitment in the United States, Britain, France and Singapore. The civil service recruitment management process is divided into three phases: preparation, entrance examinations and hiring. This division is the research foundation of this thesis to analyze the civil service recruitment mechanism. Based on the unique perspective and study of the civil service recruitment patterns, this thesis presents that the elements of China’s civil service hiring mechanism include four parts employment agencies, examination bodies, hiring implementation institutions and the civil service system. In the empirical study sections, the thesis uses the matrix model assessment and statistical analysis to give a quantitative evaluation of the practical effects of Shenzhen civil service recruitment mode. Through matrix operations, the thesis makes the conclusion that civil service recruitment in Shenzhen is generally qualified but the effect is not that satisfactory. To achieve the desired results, the government needs a change in its role and improvement in its management. The thesis then proposes the goals that an ideal civil service recruitment mechanism should achieve.Above all, the thesis concludes that effective measures to improve China’s civil servant recruitment management are to ease the restrictions on the qualifications for civil service recruitment, open multi-level vacancies, provide flexible assessment of different employment levels, improve the scientific recruitment, strengthen supervision and restraint mechanisms, and enhance the legal system of civil service recruitment management.