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公共部门人力资源管理外文文献翻译最新

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外文文献翻译:原文+译文

文献出处:Brown K. Human resource management in the public sector [J]. Public management review, 2016, 9(3): 413-429.

原文

Human resource management in the public sector

Brown K

Abstract

In recent years, with the development of society and economy, the government management mode and method also changes. The function of government in public management was strengthened, the traditional public sector personnel management system can not adapt to the development of the administrative system, and the reform of administrative system in the different degree has a negative effect. Countries should, therefore, in the public sector human resources management innovation; build can adapt and promote the social and economic development of the public sector human resources management system.

Keywords:Public sector, human resource management, public service

Introduction

Small enough to influence the future development of human resources, functions and effects of economic management sector. Human resource management in the public sector as a representative sector in human resources and organization plays a more important role. Public sector human resource management is the priority among priorities in the position of internal management in the public sector, the human resources management level height hand affects the development of our country's public sector itself; on the other hand, to provide public products and public service quality and level, it is important to development of in all aspects, including economy, politics and culture. The public sector is to undertake the provision of public goods

and services, its position in the whole society in the unshakable, effective public sector staff enthusiasm for work is largely dependent upon in public sector service ability and act efficiency, improving public sector staff working attitude, improve the work efficiency of public sector staff, help to improve the quality of public organization.

At present, the public sector human resource management in a management role did not give full play to, insufficient human resources configuration optimization problem, how to combine the national civil service system construction, the introduction of new concepts, new modes of human resource management, its theory and practice, with the reform of the personnel management system and perfect, improve the level of personnel management, become a has important theoretical and practical significance of the topic. This article through the analysis of the formation and development of human resources management theory, the limitations of traditional personnel management theory and model, the country's public sector human resources management of practical experience, as well as the public human resources management reform and development trend of the basic problems such as. Connotation and characteristics of public sector human resources

Public sector human resources management is refers to the public sector in accordance with the constitution and relevant laws for human resource planning, obtain and maintain and development and a series of management behavior. While the words "public sector" to a certain extent determines the public sector has the particularity of human resources management.

First of all, the public sector human resources in the hands of the citizens and public power given by the state, implement the national laws and policy issues, the process and result of the behavior, is directly related to the government's public image and legitimacy. Therefore, the public sector of every staff member must foster a sense of responsibility. The public sector, head of human resources, especially the civil servants and state-owned enterprises and institutions of vocational moral accomplishment and the sense of responsibility is the inherent nature of public sector human resource requirements.

Second, different from material resources developed once; public human resources source can be in use process according to the change of the functions of the public sector to develop unceasingly, in order to meet the needs of the public sector. The value of public sector human resources in the development process continuously improved, the psychological quality was optimized, and skill was improved. That is to say, the sustainability of public human resources means that the maintenance and appreciation of the public human resources.

The public sector human resource management also includes both macroscopic and microscopic. Macro’s public sector human resources management refers to the entire public sector system, in order to ensure that the nature of his work with the overall structure of the human resource matching each other, of inside and outside the public sector human resources planning, management, prediction and a series of activities, its purpose is to foster a sound environment for the public sector human resources management. Micro public sector human resources management refers to the administrative department of each concrete, government departments, as well as other state-owned enterprises and institutions, in accordance with the law of human resources in the department of recruitment, use, training, transfer, assessment and other management activities. The purpose is through scientific management, seeking people, people and things, people and organization, the coordination between the people and the environment.

Public sector hr role and position

With the advent of the era of globalization in the true sense, the human political from the domination of the government towards common between government, market and civil management. That is to say, to manage public affairs has not only is the government's own things, public affairs management center is not the only one, but a multimember, the government is just one of many management center, but at the moment, is still one of the most important. Because the government has the market, other organizations and individuals do not have the authority of, in the grasp of the social resources and distribution of representatives is still the core of the whole society.

In the process, is the rational use of human resources and decisive, and whether human resources reasonable use, but depends on the government for human resource management. Therefore, from the perspective of the trend of the current political life, the government human resource management problems facing the first is that the government role in the human resources management transformation and on the basis of the transformation of functions.

Is the role of government and market, adapt to the development degree of suitable to the planned economy with less developed market is the government's use of social various aspects of human resources to conduct a comprehensive control, thus formed the nationalization of human resources management system, this system in the specific historical period of socialist construction has played a considerable effective and efficient allocation of resources. However, with the building and development of market economy, the nationalization of human resources management system also show and don't adapt to the shortcomings of the new economic form, for example, the market economy asks first natural persons are very free flowing, but everyone planned economy is fixed on a certain post, liquidity is poor, so that the human resources structure rigidity, causing low efficiency or inefficiency.

Provide the rule is that the government in the most fundamental and most important of human resource management function. Specific dispute involves the flow of human resources, competition, the referee, rights and interests of maintenance, escaroles provide first to follow the principle of non-discrimination, also is in the human resources management and use of the whole society shall implement the principle of "equal treatment, unless the law make an exception for special position, gender, age, can not be registered permanent residence, religious belief, education, employment record, signs as recruitment, selection and use of human resources of the difference of the prerequisites.

Government for the guidance of human resource flow first requires the government to master the national employment position as well as the corresponding database data system, only after a comprehensive system, the government scale effect on the management of human resources flow to show it, to change the current

structure and geographical distribution of human resources of the unreasonable situation. Therefore, to establish a national updating of classification management of talent has become the top priority. Cultivating talent market, make the market standardization, to promote reasonable talent, often flow mechanism.

The plight of public sector human resource management

Traditional personnel management longer serve as the center, the personnel management process are greatly influenced by political, stresses and ignore people management process, the man a degradation machine to carry out the instructions, always emphasize individual obey the organization needs, obey the business needs, no individual needs and personality. Management operation mechanism is top-down vertical management, the superior will and need is everything, and management object is only part of the passive.

Traditional personnel management do not take the status and role of the personnel management, the personnel department as a non-production, not benefit department, see it as a peripheral part of management, already can't see it directly affects the benefit, also don't pay much attention to the research and improvement of the personnel management itself. There are difficult to update the management ideas, management means and the method is simple and crude, the management process is often artificially interrupted, the phenomenon such as backward management system. And because in the gap between managers and decision makers, the personnel management loses initiative, creativity, long-term implementation, permeates in a passive position.

The focus of the public sector human resources development or focus should be on civil servants and the administrative personnel of human resources development, especially for the construction of innovative ability. Specific include: the improvement of civil servants and administrative personnel management system and the system; Improve the quality of the civil servants and administrative talents and improve their knowledge structure; Keep conforms to the need of civil servants and administrative management talent; Attract potential qualified applicants and absorb the good work in government departments; Administrative talent incentive civil

servants and work better, and to explore its potential and creativity; Protection of civil servants and administrative management personnel safety and health policy. Conclusion

All in all, the public sector human resources management system reform is related to national political system reform, economic success and the socialist market economic order can be a good run. Who has the talent has the money, benefits and wealth, the right of human resources allocation and use is the premise to enhance China's comprehensive national strength. The ultimate goal of public human resource management system is to establish a public sector integrity mechanism of human resources development. Therefore, we must seize the opportunity, advancing with The Times, in order to make our work, implement the strategy of talents and efforts to create a new century a new situation of the public sector human resources management work.

译文

公共部门人力资源管理

Brown K

摘要

近些年来,随着社会和经济的发展,政府管理的方式和方法也会随之发生变化。政府在公共管理方面的职能有所加强,传统的公共部门人事管理制度不能适应行政体系的发展,并且在不同程度上行政体制改革产生了负面的影响。因此,国家要在公共部门人力资源管理方面有所创新,构建能够适应和促进社会经济发展的公共部门人力资源管理体系。

关键词:公共部门,人力资源管理,公共服务

引言

人力资源的管理小到能够影响到所在职能部门的未来发展,大到可以响到国家的组织与经济。而公共部门人力资源管理作为人力资源中的代表性部门和组织,扮演着更为重要的角色。公共部门的内部管理必须要把人力资源管理放到核心重点的位置上,因为一方面人力资源管理的水平决定了公共部门整体发展的水平。另一方面又在提高公共服务与产品方面起到了推进作用。再者,公共部门的人力资源水平对经济、政治以及文化等都有着直接的影响。公共部门是提供公共产品和服务的承担者,其地位在整个社会中不可动摇,公共部门工作人员工作积极性的在很大程度上有赖于公共部门办事能力和行事效率的有效发挥,提升公共部门工作人员的工作态度,提高公共部门工作人员工作效率,有助于进一步把该组织的运营能力进行提升。

当前,公共部门人力资源管理中存在着管理部门作用没有充分发挥、人力资源配置不够优化等问题,如何结合国家公务员制度建设,引入人力资源管理的新观念、新模式,探其理论与实践,推动人事管理体制及模式的改革与完善,提高人事管理水平,就成为一项具有重大理论与实践意义的课题。本文通过分析人力资源管理理论的形成与发展、传统人事管理理论及模式的局限性、国家公共部门人力资源管理的实践经验,以及公共人力资源管理改革及其发展趋势等基本问题。

公共部门人力资源的内涵及特征

公共部门人力资源管理就是指公共部门依照宪法和有关法律对人力资源所进行的规划、获取、维持和开发等一系列管理行为。而“公共部门”这四个字则在一定程度上决定了公共部门人力资源管理所具有的特殊性。

首先,公共部门的人力资源掌握着公民和国家赋予的公共权力,执行着国家制定的法律和大政方针,其行为的过程和结果,直接关系到政府的公共形象和合法性。因此,公共部门的每一个工作人员都必须树立责任意识。公共部门人力资源特别是公务员和国有企事业单位负责人的职业道德素养和责任感是公共部门人力资源内在本质的要求。

其次,与物质资源的一次性开发不同,公共人力资源可以在使用过程中根据公共部门职能的变化不断地进行开发,以满足公共部门的需要。公共部门人力资源的价值在开发过程中不断得到提升,(完整译文请到百度文库)心理素质得到