【作者】 郝欣；

【导师】 艾丽娟；

【作者基本信息】 大连理工大学 ， 行政管理， 2008， 硕士

【摘要】 随着《中华人民共和国公务员法》的颁布,公务员制度不断完善,公务员入口管理已经走向规范化,但是公务员退出机制仍然很不健全。近年来,公务员的退出制度在不断地完善和创新,出台了一系列规范公务员退出行为的法律法规,探索多种尝试性的改革方式。但目前的公务员退出仍然不能使个人、组织和社会都满意,尽管《公务员法》对公务员退出有相关规定,在实践中却很难推行。由于受传统“官本位”思想的影响以及现有的绩效考核制度不能有效地反映公务员的真实工作能力和潜力,导致公务员退出没有依据可循,公务员队伍的超稳定性难以打破。从政府辞退和开除公务员来看,存在着负淘汰、逆向淘汰、精英淘汰、政府精简人员等问题;从公务员主动退出来看,高学历、高技能的公务员流失严重,给政府人力资源造成严重的损失。导致公务员退出机制不健全的因素有很多,从公务员个人的角度来说,退出后公务员个体往往缺少市场竞争力;从政府机关的角度来说,政府对公务员退出缺乏有效的补偿机制,政府内部非正式组织大量存在;从整个社会影响来说,“官本位”思想仍然占主导地位,公务员作为一种职业与其它职业之间尚未形成有效的均衡机制,无论在工资福利还是社会地位方面都存在着较大差距,这是造成公务员退出渠道不畅的根本原因。公务员退出机制决定着政府人力资源管理的成败,因此,建设一种良性的退出机制已经成为当务之急。应当遵循客观公正、以人为本和人尽其才的建构原则;通过完善公务员的再就业制度,扩大公务员的流动范围,健全公务员队伍的流动机制;加强公务员的职业生涯管理;建立有效的公务员退出补偿机制。同时,要逐步形成公务员与社会其它职业之间有效的均衡机制,健全社会就业体系,保证就业机会的动态均衡;及时调整社会各职业工资指导线,实现薪酬动态均衡;缩小各种职业社会保障水平差距,实现福利的动态均衡。只有满足上述条件,才能保持公务员退出渠道的流畅和公务员队伍的活力。更多还原

【Abstract】 According to promulgation of Public Servant Law of the People’s Republic of China, the civil servant system has been consummated continuously. The official entrance aspect has been moved to standardization, but the dismissal of civil servant is neglected slightly. Recently, the dismissal of civil servant mechanism has become perfect and innovative, establishing a series of corresponding laws and regulations, and the dismissal of civil servant mechanism is moving towards scientific.But, the dismissal of civil servant mechanism is not perfect. Though there are relevant regulations in the Public Servant Law, it is difficult to perform in practice. Influenced by the traditional ’official rank standard’ consciousness, and what’s more, the performance appraisal can’t efficiently reflect the civil servants’ real work ability and potential ability, so there is lack of evidence about dismissal of civil servant and it is difficult to break the over-stability of the public servants. From the situation of government dismissing and expelling the civil servants, it exists many problems, such as negative elimination, adverse elimination, elites elimination and reducing the personnel; from the perspective of civil servants massive withdrawal, the high diploma and specialized technical official drain severe, which brings serious losses to the government human resources.There are kinds of reasons about the imperfect withdrawal behaviors. To the civil servants personnel, they are always lack of competition after they leave the government; to the government, the compensation mechanism of the dismissal is not perfect and many non-government organizations exist inner the government; to the whole social influence, the "official rank standard" still occupied the dominant position. As a career, civil servant has not yet formed an effective balance mechanism with other careers and there is also a big gap both in wages and warfare and social status between civil servant and other careers, which is also a main cause about the public servants withdrawal ways imperfect.The mechanism of the civil servant dismissal can determine whether it would be successful or failed on government human resources management, therefore, it becomes an urgent matter to construct a benign withdrawal mechanism. We must follow these principles, like objective and fair, humanist and enabling each person to develop his talents; through consummating official’s re-employment system and expanding official’s flow domain to perfect the public officials flow mechanism, and strengthen public officials’ profession management; establish effective civil servant withdrawal compensation mechanism. And at the same time, form an effective balanced mechanism between civil servants and other careers, consummate social employment system and make sure the employment opportunities in dynamic balance; adjust the salary guiding line among different careers in time to make dynamic balance of salary come true; reduce differences of social security among kinds of careers and make dynamic balance of warfare come true. Only satisfying these hypotheses can maintain the civil servants withdrawal smoothly and their troops vigorous.更多还原