【作者】 周海玲；

【导师】 刘祖云；

【作者基本信息】 南京农业大学 ， 行政管理， 2006， 硕士

【摘要】 政府由于在社会与经济发展中的特殊地位，政府人才的管理工作受到越来越多国家的重视。西方的政府人力资源管理经过近百年反复的研究、发展与实践，已经相当成熟，走在世界的前列。我国的人事管理现状相对落后、不容乐观，面对“入世”后全新的经营和竞争环境，现实逼迫人事管理工作需要进行全方位的变革和创新。基于此，如何结合我国传统人事管理实际，引入人力资源管理的新理念、新模式，推动人事体制及模式的改革与完善，提高人事管理水平，就成为我国一项具有重大理论与实践意义的课题。 之所以用库恩的范式理论研究我国政府人力资源管理，是基于它可以在一些方法、研究模型等方面为政府人事管理理论研究提供新的视野。因为，当我们从历史的角度来追溯、考证和审视一种社会现象或主体行为活动的时候，总不会撇开“事实”(规则与操作)与“价值”(观念)两大范畴，事实源于实践又诱发着实践的超越，价值源于理论又推动着理论的创新。正如理论与实践的关系一样，事实与价值相互依赖且处于连续不断的变动之中，政府人事管理就是在这两对范畴的作用下演进的：人力资源管理背后的社会事实离不开价值的评判与指引。当然，作为一种官方实践，更离不开理论的运用与创制——而一种新的理论又会推动一种新的实践范式的诞生。正是基于这种视角，本文就历史与比较的双重视野来审视我国政府人力资源管理范式建构。 本文由五个部分组成，各部分内容如下：第一部分交代了文章的选题缘由与研究意义、基本概念与国内外研究、论文结构与研究方法以及可能的创新与不足之处；第二部分从原始民主到官位恩赐再到管制人事，阐述了我国传统人事管理范式的形成；第三部分从“荐才制”、“考选制”到“准公务员制”再到全能人事，介绍我国传统人事管理范式的演变；第二、三两部分为讨论我国政府人力资源管理新范式的建构提供了宽广的历史视野；第四部分从西方人力资源管理新范式的历史演进，分析现代人力资源管理与传统人事管理的区别，引申出对我国政府人事管理的诸多启示；第五部分从价值体系、规则制度、操作方法三个方面，研究我国当代政府人力资源管理新范式的建构。 本文针对传统人事管理存在的弊端，运用范式、人事管理、公共管理、人力资本更多还原

【Abstract】 Because of its special position in social and economic development, the management of government personnel has attracted more and more attention of various countries Government human resource management in western countries has become mature after hundreds of years research. While the present situation of personnel management in our country is relative lagging behind western countries, In face of a brand new operating and competitive environment, the imperative personnel management work urges us to make all-level revolution and innovation. Therefore, it has become a subject of significant theoretical and practical meaning to promote the reform and perfection of personnel organism in order to enhance personnel management level through connecting the traditional personnel management practice and introducing new ideas of human resource management.The reason for applying paradigm theory of Kuhn to research our government human resource management is that it could provide a new field of vision for our research in terms of research method, research model and so on. Because when we trace, explore and survey one social phenomenon or one main body’s behaviors, we can not disregard of fact (rule and operation) and value (conception). Facts come from practice while also induce to transcend practice. Value comes from theory while also drives theoretical innovation. The relationship between fact and value is mutual dependant and is under consistent variation as that between theory and practice. Government human resource management is evolved by the function of the above mentioned two categories. The social facts behind human resource management cannot be deprived of criticism and guidance of value. Of course, as an official practice, it cannot depart from application and creation of theory, while a new theory will promote the birth of a new practical paradigm. This dissertation is based on this viewpoint to survey the construction of our government human resource management paradigm in dual fields of historical and comparative vision.The whole dissertation is composed of five parts: The first part explains the reason for choosing this research subject, the research meaning, the general concepts, the present research situation both at home and abroad, the structure and research method of this thesis, possible innovation and shortcomings. The second part elaborates the formation of our traditional personnel management from primitive democracy to official position bestowal and to finally to regulating personnel. In the third part, the evolution of our traditional personnel paradigm is introduced in such an order as recommendation organism, exam更多还原