Study On Career Difficulties Of Chinese Civil Servants Of Comprehensive-management Category

In the modern society, with the deepening of government reform, civil servants management turn to modern human resources management from traditional personnel administration. The problem of civil servants’career development has come into the government’s sight, and has become an important subject in the field of human resource management in public sectors. However, the civil servants’career development is facing many predicaments currently in our country. Since the implementation of The Civil Servant Law of the People’s Republic of China in January 1,2006, Chinese civil servants were divided into three major categories: comprehensive-management, professional technology and administrative law enforcement. This paper chooses the civil servants of comprehensive-management category which own the largest number of people and positions and the most job requirements as the subject investigated. This paper also proposes solutions of the problems in the career development by analyzing current situation and drawing lessons from foreign beneficial experience, in order to promote the personal career development and effective management of civil servants of comprehensive-management category, and human resources management of government department.This paper includes five parts:The first part is an introduction. The author describes the background and significance of this research object, overviews the current domestic and foreign research results, and explains the ideas and methods of the research.The second part introduces the concepts and theories of difficulties in career development of civil servants of comprehensive-management category. The author gives interpretations for the related concepts, introduces the establishment and basic components of the position classification system of civil servants in China, and also illuminates some classical theories of career development.The third part is the status quo analysis on career development of the civil servants of comprehensive-management category. The author firstly induces the main paths of their current career development, secondly discusses the difficulties in their career development, and thirdly explains the causes of those difficulties.The fourth part gives a comparative analysis between domestic and foreign civil servants’career management. Canada. The management methods adopted by the United States, Britain, France and Germany are compared, several points of which are then extracted to inspire the construction of the career management system for the civil servants of comprehensive-management category in China.The fifth part presents suggestions to the career difficulties, including cultivating administrative culture beneficial for career development, constructing the management system of career development, expanding the channels of career development, improving the performance appraisal oriented towards career development, increasing the effectiveness of civil servants training and making self career development plan.