Research On The Management Of Appointed Civil Servants From The Perspective Of Competency

Since the 1980s, new public management theory greatly affected the administrative reform of the western governments. Under the wave of the reform, their civil service system continued to develop and tended to improve. The new public management reform highlighted the methods of management in private sectors, market competition mechanism and flexible employing system. Contract staffs and temporary employees appeared in the governments of many western countries. The temporary employment made up the shortages of traditional civil service system and reduced the cost of the governments, meanwhile, it greatly improved the administrative efficiency of the governments. In our country, traditional public personnel system occupied a dominant position for a long time, now in the era of economic globalize and management informationize, it exposed to much unsuitability. There must be a new round of administrative reform. At the same time, the shortages of traditional civil service system urges us to seek change. Under the inspiration of new public management theory and the reform experience of western countries, many local governments attempted to carry out civil service appointment system.In 2006, the civil service law of the People’s Republic of China formally established the legal status of civil service appointment system, providing the necessary legal basis for the implementation of civil service appointment system in our country. After 2007, lots of cities began to have a try of civil service appointment system following Shenzhen. But, because of the weak theoretical research and the lack of supporting policies and regulations, some problems are revealed in the practice of civil service appointment system, which are worth researching on. Therefore, beginning with the legal basis, theoretical basis and experimental conditions of civil servants appointment system, the author carried out investigation and research on the management of appointed civil servants from the perspective of competency. I divided the management of appointed civil servants into three aspects:recruitment, management and resignation. My questionnaire investigation and individual interview were carried out on appointed civil servants in three cities. Based on the studying of the existing theories, I put forward some opinions and suggestions on the management of appointed civil servants by using the combination of a large number of literature and data analysis.This thesis is divided into four parts:Introduction:Firstly, it introduces the background and significance of the thesis. Secondly, a review of relevant research at home and abroad is introduced. At last, it briefly introduces the research ideas and research methods, writing framework and innovation of this thesis.The first chapter:Description on the management of appointed civil servants. In this part, it elaborates the concepts and theoretical basis of the management of appointed civil servants. It mainly includes the meaning of civil servants, appointed civil servants, the management of appointed civil servants, relevant policies and regulations and my theoretical basis:competency theory.The second chapter:Research on the current situation of the management of appointed civil servants. Based on the analysis of literature data, questionnaire and interview, I summarize the specific problems existing in the management of appointed civil servants and analyze the causes of these problems.The third chapter:The countermeasures of improving the management of app ointed civil servants. Based on the study of the first three parts, I put forward so me countermeasures and suggestions of improving the management of appointed ci vil servants, respectively from three aspects:recruitment, management and resignati on.1.Improve the selection of the competency to guard the entrance; 2.Strengthen the comprehensive motivation to enhance the competency maturity; 3.Eliminate u nqualified people to smooth the way out.The innovations of this thesis are as following:1.Theoretical perspective. The author firstly use the perspective of competency to study the management of appointed civil servants.2.The topic selection. The management of appointed civil servants is a relatively new topic. At present, the research on this problem is still rare. Most of the existing researches focused only on one aspect, just lack of comprehensive and systematic research.3.Conclusions and viewpoints. In the last part of this thesis, compared with the existing research results, the countermeasures of my research on the topic are quite novel.