| Introducing the appointment system into the management of civil servants is a major achievement in the reform of China’s cadre and personnel system.Based on the situation of civil service appointment system pilot trial in Xiamen,this paper introduces general situation of civil service appointment system at home and abroad,and analyzes the main problems existing in the practice of civil service appointment system in China.On the basis of summing up and drawing lessons from relevant experience,this thesis puts forward countermeasures and suggestions to improve the appointment system of civil servants in China.This thesis consists of five parts:The first part is introduction,which analyzes the background and significance of the topic,combs the domestic and foreign research situation,and determines the research methods and paper framework.The second part introduces the basic theory and practice of civil servant appointment system,expounds the significance of civil servant appointment system in public human resource management,combs the relevant systems of civil servant appointment system in China,and compares the similarities and differences between types of civil servant appointment system at home and abroad.Part three of the article analyzes the pilot trail situation of Xiamen Civil Servant Appointment System,introduces the pilot survey and main practices,and carries out interviews and researches.The fourth part summarizes the main problems existing in the practice of civil servant appointment system in China,including small recruitment scale,recruitment difficulties,imperfect contract management,imperfect withdraw mechanism and so on.The fifth part introduces some countermeasures and suggestions to improve domestic civil service appointment system.It is proposed that the recruitment difficulties can be solved by adjusting the use of compiling indicators,speeding up the reform of civil servants classification,enhancing professional attraction,and optimizing examination and evaluation methods.In order to improve the contract management,a more scientific assessment mechanism and salary mechanism should be established,and application to the title evaluation should be allowed,so as to build a career development platform for the civil servants appointed.To improve the exit mechanism,appoint and dismission options such as standardized and unfreezed contract renewal,transformation of employment way to be commissioned civil servants,recommendation to work in state-owned enterprises and institutions and other. |
