【作者】 李璐；

【导师】 王瑞文；

【作者基本信息】 天津商业大学 ， 行政管理， 2011， 硕士

【摘要】 公安事业发展的最终竞争力来自警察,警察人力资源作为在一定时期内可以直接投入到公安工作中的公安民警的体力、脑力和心力的总和,是公安机关最具优势的资源。现实中公安部门在内部人事管理中不科学甚至缺位,缺乏对现有人力资源的合理规划和管理,导致了警力不足与警力浪费的矛盾境地。如何科学开发公安人力资源,引进职业发展理念、对内挖掘警力资源是当前的重要课题。文章采用实地调研的方法,从阳泉市的警察职业生涯发展现状的调查入手,研究分析当前警察职业生涯发展的相关状况,表现为整体职业发展水平稳中有升。警察的职业生涯管理一方面表现为个人规划意识不强,职业发展定位不明确;另一方面则表现为公安机关及其领导对警察职业发展的管理与机制缺位。针对这些问题,将职业生涯管理过程中的激励机制先加以分析,提出针对警察的对策方法,运用职业生涯相关理论,提出了警察职业生涯锚的构想以及职业生涯道路的设计规划,并针对公安队伍中青年警察群体设想出辅助模块以帮助其职业生涯的规划管理,和在整个管理过程中提供组织帮助的一些方法,实现警察个人发展与组织发展目标的协调与统一。在“以人为本”的多元化时代,只有不断根据实际开发出符合自身职业特点和组织条件的管理机制,引进职业发展理念、对内挖掘警力资源才能保证公安队伍的稳定与和谐,推动警察职业生涯健康发展,提升公安部门的战斗力。更多还原

【Abstract】 The police are the competitiveness of the public security department, police manpower resources as in a certain period can be directly into the work are the total of strength, mental and introjections, is the public security department of the superior resource. But in reality, the public security department under the internal personnel management and not scientific, the absence of human resources reasonable planning and management, reduction and waste of police force in conflict situations. How to scientifically develop police manpower, introduce professional development of philosophy, tap manpower resources are the important topics.The article adopted in the field research, from the local police career development of research and analysis of the investigation, analyze the relevant situation of police own career development, career development level is stable and still improving. Police career management’s problems on one hand, awareness of the individual planning, career development is not clear; on the other hand, public security department and the leaders are vacant in the career management system and mechanism. Against these problems and career related theory, it proposes a notion of career anchor for the police and a support group to conceive the career development plan for the management, and then provides some ways of organizational help, to realize the coordination of the personal development and organizational development goals. At last, it analyzes and evaluates difficulty and expectation that public security organs manage the police careers. In a time of "people-oriented" diversification, only by continuously developed in accordance with the actual characteristics of its professional and organizational conditions in the management mechanism, introduce professional development of philosophy, tap manpower resources to ensure public security and stability and harmony and facilitate career development, the health promotion of public security department’s fighting capacity.更多还原