公共部门人力资源管理激励机制外文文献翻译译文3640字.docx
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公共部门人力资源管理激励机制外文文献翻译译文3640字.docx
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公共部门人力资源管理激励机制外文文献翻译译文3640字
文献出处:
FranklinJohn,TheStudyofHumanResourcesManagementIncentiveMechanisminthePublicDepartment[J].InternationalJournalofBusinessandManagement,2014,6(12):
21-35.
(声明:
本译文归XX文库所有,完整译文请到XX文库。
)
原文
TheStudyofHumanResourcesManagementIncentiveMechanism
inthePublicDepartment
Franklin·John
Abstract
Theworkingefficiencyofthepublicsector,thelevelofjob,prestigeandimageinthepublic,aswellasthestrengthandpositionininternationalcompetition,directlydependsonthepublicsectorhumanresources,dependsonthepublicsectorhumanresourcesmanagementconceptandmethod.Especiallybecauseofthepublicsectorintheimportantpositionofsocialdevelopment,theresearchonpublicsectorhumanresourcemanagementmethodsandtechniques,thepublicsectorhumanresourcesforeffectiveincentive,improvetheefficiencyofpublicsectorhumanresourcesmanagementwillhavegreatrealisticmeaning.
keywordsPublicsectorhumanresourcesmanagementbureaucracyThesystemofappointmentandincentivemechanism
1Personnelmanagementofthegovernmentdepartmentunderthebureaucracy
Referredtoasthe"fatheroforganizationorganizationtheory"oftheGermansociologistMax.Weber,putsforwardthetheoryofbureaucracyordissectingtheorganization,thisisasystemwasdesignedtoimplementthedecisiontopromotetheeffectiveoperationoftheorganization.Bureaucracywithspecialization,hierarchical,takelawasthenorms,rulesandregulations,andimpersonal,businessprocessingandtransferrelyondocuments,membersofthebureaucracyofunelectedandprofessionalcharacteristicsandsoon.Itstheoreticalpointsasfollows:
setdutiesaccordingtolaw,havecertainqualifiedtalentscanbeselected,andwereusedonlywithinthescopeofthefunctionsandpowersspecifiedintheactivitiesandundertakethecorrespondingresponsibility;Organizationalhierarchyabstemious,emphasizestrictsubordinationrelations,organizationaccordingtothedivisionofprofessionalsettingposition,havecorrespondingprofessionalknowledgethroughpublicexaminationmerit,appointmentandremovalworkhaslegalprotection;Andpaidaccordingtothesystemofrewardsandpunishmentspromotion,notbecauseofhighlycompetentpersonnellikesanddislikesandgroups;Adherencetothepositionofvalueneutrality,accordingtothesystem,andnottodothingsbyemotionsandprejudices,responsibleforthesystem,theprohibitionoffreepersonaljudgment;Theexerciseofitspowerismechanical,rational,predictable,followedacertainrulesandprocedures,etc.
Comparedwiththepreviousorganizationalformithasapurelytechnicalsuperiority,namelytheuseoftechnologyinthemosteffectivemeansandmethodstoachievetheestablishedobjectives.Itsspecificperformanceisaccuracy,swifter,clarity,tothemaster,continuityandseriousnessofthedocuments,unity,strictobediencetorelationships,topreventfriction,savemanpowerandmaterialresources,reducetheoperationcostofthemanagementofpublicaffairs.However,matchthebigindustrialeconomyofbureaucracyintheindustrialageeconomyinmodernsociety,itsinternalmanagementdefectisobvious:
oneishidebound.Governmentcivilservantsintherulesisnecessary,butadherencetotherulesincertaincircumstancesmayproducenegativeeffect,meansintothepurpose,thelackofmajorissuesrespondedpositivelytothesociety,thelackofinitiativeandcreativespirit.Second,isthepadding.Deliveryprocessnumerouslockofthedocuments,documenttheimplementationoftheshufflewrangling,publicemployeesworkefficiencyislow.3itisbloated.Bureaucracyisadiversified,multiplehierarchicalandcomplicatedsociallife,theadministrativeorgan,groupsizeismoreandmorebig,theproblemsuchastheburdenofpeople.Fourth,mechanizedoperationisconcept.Weber'sbureaucracythroughstricthierarchyemphasizesthetohigherlevelsofobedience.Inbureaucracytotechnicalexpertsasthecarrier,thehumanitiescolor,forhumanityandhumandignity,personalityandhumanfreedomandcomprehensivedevelopmentoflessattention.Sothetechnicalchallengetovalue,scienceofhumanities.
Ontheincentivemechanismfor:
cadresbothpositionsandranks,cadresoftheincomedistributionsystemandthecadresystemofthecombinationofmaterialincentiveandspiritincentivemeasures,cadresofsocialsecuritymeasures,etc.Foralongtime,thecadreandpersonnelsystemforthegovernmentcivilservantsincentivesexistthefollowingproblems:
1,lackofscientificandreasonablefairappraisalmechanism,themotivationorientationdeviation.2,thelackofperfectcadrecompensationsystemandpromotion,communicationsystem,incentivemeanslackofeffectiveness,maketheincentiveweakening.3,cashincentiveslackofseriousness,maketheincentiveinsufficientpressure.
2Changefromthebureaucracytothepublicsectorhumanresourcesmanagement
Intoday'sknowledgeeconomyhighspeeddevelopment,thediversificationoftheeconomyalsorequiresgovernmentdepartmentsofpublicproductsprovidedbydiverseandefficient.Withthedevelopmentofeconomy,thecadrepersonnelmanagementunderthesystemofbureaucracyisgraduallyreplacedbythepublicsectorhumanresourcesmanagement,itisnotonlyachangeinname,oraseriesofprofoundchangeinmanagementconcept,methods.Publicsectorhumanresourcemanagementresearchbasicallybelongstothebranchofadministrativescience,belongtothepersonneladministration.Intheorybelongstothenationalcivilservicesysteminapplication,nomatterfromtheobjectofstudy,theory,oronthevalueorientation.Withthepublicsectorhumanresourcemanagement,researchcontentdifferenceofthespring.Ontheobjectofstudy,limitedtothestateadministrativeorgansofthepersonnelmanagement,doesnotincludeallthestateorgans,cannotcoverthecontentofthebroaderpublicsectorhumanresourcemanagement.Onthevalueorientation,basicconfinedtothedescriptionofthecurrentcivilservant'sperformancemanagement,themarketeconomyundertheconditionsofthepublicsectorhumanresourcestrategyandprofessionalsocializationmanagementtopicsnotdiscussed.
Afterthemid-90-s,thepublicsectorhumanresourcemanagementresearchgraduallythoroughdevelopment,itscontentframeworkalsograduallyformedandclear.Modernpublicsectormanagementusuallyinvolvesthehumanresourcesstrategy,personnelplanning,jobclassification,jobanalysis,recruitment,performanceevaluation,salarymanagement,traininganddevelopment,rewardsandpunishmentsdiscipline,rightsprotection,careerdevelopment,etc.
Withbureaucracyunderrigidpersonnelincentivemechanismisdifferent,thepublicsectorhumanresourcesmanagementincentivemechanismisthepublicsectortoguidestaffbehaviorandvaluesinordertorealizetheprocessofpublicmanagementobjectives.Publicsectorhumanresourcesmanagementincentivemechanismreferstothepublicsectortoguidethestaffbehaviorandvalues,toachieveacommongoal,accordingtothepredeterminedstandardsandprocedurestodistributepublicresourcestotheprocessofpublicsectorworkers.Publicsectorincentivesmainlyhavethefollowingthreeaspects:
(1)thespiritualincentive.Ismotivatedtogivecreditintermsofrecognition,includingverbalpraise,writtencitationsorcitationsformeritorconferredhonorabletitles,suchasmedalawardedform.Spiritualrewardcansatisfypeople'sspiritualneeds,enhancethesenseofhonorandresponsibilityofpublicservice,soastoarousetheenthusiasmofthecivilservants.
(2)materialincentives.Istogivetheincentivebonus,prizesandwagesforpromotion,togivematerialreward.Specificpracticesincludeawardeesenjoyspecialholidayorfreetotravelabroad,etc.Materialincentivescansatisfythematerialneedsofthestaff,makethemfromtheperspectiveofpersonalmaterialintereststostriveforthesocialwork,soastoachievenationalinterestsandpersonalintereststoacertaindegreeofcoordinationandunity.(3)promotion.Referstothepositionlevelofascensionorwagelevelincreased.Ithasafunctionofspiritandmaterialincentives.Becauseofpromotionmeansnotonlyhonor,powerandstatusimproved,alsomeansagreaterincreaseinsalaryandtreatment.
3Thecreationofapublicsectorhumanresourcesmanagementincentivemechanism
Howtoeffectivelymotivatethepublicsectorhumanresourcestoensuretheefficientoperationofthegovernment,becometheimportantproblemofpublicsectorhumanresourcesmanagementwhichisdirectlyrelatedtothepublicsectorhumanresourcesmanagementefficiencyandeffect.Inaccordancewiththerelatedtheoryofhumanresourcemanagement,humanresourcemanagementthereisfourbasicpurposes:
toattract,retainandmotivate,development.Theincentiveisthecoreobjective:
theimportanceofincentives,notonlycanmaketheworkerateaseandactivelywork,italsoeffectintheshort-term,playtomaketheworkeragreeandacceptthegoalsandvaluesoftheorganization,astrongsenseofbelongingtotheenterpriselong-termeffects.Todothis,youcanfromthefollowingseveralaspectstoreconstructthegovernmentpublicsectorincentivemechanism:
3.1Improvethecompensationsystemandthesocialsecuritysystem
Thisisforthepublicsectorstaffincentivetolaythematerialfoundation.Materialisthebasisforhumansurvivalanddevelopment,thelackofmaterialbasisforbackingincentiveisnotrealistic.Effectiveincentiveforpublicsectorhumanresources,willimprovethesalarysystemandthesocialsecuritysystemfirst,sothatthepublicsectorstaffunderthecondition
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