A Study On Competence-Based Management Reform Of Improve Competence Of Civil Servants

With the progress and development of our country, the modernization of national governance systems and governance capacity was emerged. The key to achieving modernization of governance systems and governance capacity is to enhance and optimize the capacities of civil servants. The key to improving the capacities of civil servants is to establish the core idea of competence-based management. Today, the core idea of competence-based management is widely accepted and recognized, and competence-based management is promoted in different sectors and systems. As a new innovation in human resource management, competence-based management is an useful attempt to supply civil servants with two-track career development channel which includes administrative post’s promotion and level promotion based on competence in personnel management area. This paper mainly adopted literature surveys and comparative analysis, and drew lesson from equity theory and expectation theory. By analyzing the problems which were encountered in the process of competence-based management change in Wuchang Wuhan taxation bureau, we proposed some suggestions about how to promote the capacity building of civil servants. This paper was divided into five parts.The first part mainly introduced the background of competence-based management and reviewed existing literatures about competence-based management. The research problems were also pointed out.The second part introduced the core variables like competence-based management and capacity of civil servants, as well as the theoretical basis. The reference significance about competence-based focuses on enhancing capacity building of civil servants was an important content in this part.The third part was based on the practice of competence-based management change in taxation sector. We pointed out the problems in the current management change, which mainly included some civil servants’thinking about competence-based management were not object, competence level evaluation system was not perfect, competence-based management system and performance management system don’t interact with each other.The forth part gave some suggestions about how to improve competence-based management. Drawing on the existing experience of many organizations, the suggestion included how to strengthen advocacy and formulate scientific competence evaluation system. We hope these suggestions can improve the civil servants motivation system greatly.The fifth part summed up the full-text discussion, and gave the prospect of future research directions.The main innovation of this thesis:the topic which attached to the reform of Wuchang local taxation bureau had the certain theoretical significance, and the more convincing conclusion drew by an empirical research of the competence-based management reform gave an advice on how to improve the competence of civil servants.