The Study Of China’s Civil Service Appointment System Of Modern Human Resource Management Mode

With the development of economic and the increasingly complex of social affairs,the traditional management system has become increasingly unable to meet therequirements of the times. As the background of the new public management movement,The western countries gradually take the market, the flexible personnel arrangements toreplace the traditional rigid, bureaucratic management mode in twentieth Century80’s.The "spirit of enterprise" is introduced to the public organization, in order to reshape theimage of the government. The flexible policy arrangements have become the mainstreamof government reform in western countries. Since the government in the period oftransition to a market economy for high-end talent demand gap is increasing continuously,and the disadvantages of the traditional bureaucratic system becomes more and moreobvious, which urges our country began to explore the innovation mode of civil servicesystem. Government employee system and civil service appointment appear. In2006, ourgovernment promulgated the "Civil Servant Law of the people’s Republic of China"(hereinafter referred to as the "Civil Servant Law"), to determine the legal status of thecivil service appointment system,and to affirm the exploration of the system ofgovernment employees. As a new thing, the appointment system has its advantages, butthere are also series of problems in the implementation process, to which the countriesand scholars have paid great attention. This paper which is based on the previous studies,study the problems existing in the implementation of the civil service appointmentsystem and its countermeasures from the perspective of modern human resourcesmanagement model refinement, in order to further explore the concept of implementationof the civil service appointment system and its practical significance.This paper is divided into six parts. The first part mainly introduces the background, research meaning, theoretical research at home and abroad and also introduces the ideaand research method in this paper. The second part analyzes the related concepts of thecivil service appointment system, then describes the comparison of appointment of civilservants, government employee system and the permanent system, and finallysummarizes the necessity and feasibility of implementation of the civil serviceappointment system. The third part focuses on the practical experience of the domesticand foreign government employee system. First, this part introduced the relatedexperience about America implementation of government employee system, including anoverview of the practice, experience. Second, this chapter describes the enlightenmentAmerica government employee system on China’s civil service system. Finally, this partintroduces explore mode of the employee system pilot of local governments in China,including the Jilin model and Shenzhen model, and analyzes its influence andenlightenment on the appointment system. The fourth part focuses on the exploration ofChina’s civil service appointment system. This part introduces the current situation of theappointment of civil servants, models of Shenzhen and Shanghai Pudong, and enjoy theexperiments. The fifth part presents the challenges that the appointment of civil servantsfacing. The author concrete the problems of civil service appointment system in theimplementation of the existing from the human resources planning, recruitment, training,occupation development, performance management, salary welfare. The sixth part is thesolution to solve those problems. Finally the author summarizes and points out theresearch direction of the civil service appointment system in the future.