【作者】 韩曦婷；

【导师】 吴妤；

【作者基本信息】 兰州大学 ， 公共管理， 2007， 硕士

【摘要】 公务员职业发展规划是现代公共部门人力资源管理的一项崭新课题。随着公众对政府部门要求的增强，越来越多的公务人员希望在政府部门有所成就，实现其人生价值。虽然公务员职业具有公共性、稳定性和保障性，大量人才积极报考，但仍存在人员流失、工作倦怠、思想“潜流失”、自我价值不能充分体现和工作没有快乐感等现象，公务员职业发展还存在着制约因素和矛盾，对公务员进行职业发展规划将会对解决这些问题发挥积极的作用。2006年1月施行的《公务员法》，推动了我国公务员职业发展途径的多元化。以贯彻落实《公务员法》为契机，在公务员管理工作中引入全新的人力资源管理理念，科学规划其职业发展，将有助于培养现代公务员队伍，一定程度上解决人员稳定与发展中出现的问题，开发公务员潜能，调动工作积极性，提高行政管理效率，从而实现个人和组织“双赢”的局面；有助于为公务员的成长和发展设置规范化的渠道，形成科学的人才竞争、激励和监控机制，从而吸引和保留优秀人才，合理使用人力资源，为政府管理效率的提高提供必要的人力资源保障；有助于增强公务员的安全感，使他们能够全身心地投入本职工作。本文运用职业发展规划理论并借鉴国内外公务员职业发展规划实践经验，以甘肃省省直机关公务员为研究对象，在广泛调查的基础上，分析了现阶段甘肃省省直机关公务员职业发展规划现状、存在的问题及产生的原因，就甘肃省省直机关公务员职业发展规划的方法，组织对公务员职业发展规划所发挥的作用以及完善公务员职业发展规划相关配套措施的有关内容，提出了甘肃省省直机关公务员职业发展规划思路，对公务员职业发展规划进行探讨，希望能够为甘肃省省直机关公务员管理提供一定参考价值。更多还原

【Abstract】 The civil servants’ career-development plan is a brand-new topic for human resources management in modern public department. With higher requirements for the government, more and more civil servants hope to achieve more to realize their life value in government department. Although the position of civil servant is public, stable and ensured, and is registered for by a lot of talented people, there still exist such phenomena as brain-drain, tiredness, thought "potential draining", insufficiently manifestation of self-value and lack of pleasure in work, the civil servants’ career-development has restrictive factors and contradictions. To make civil servants’ career-development plan will play an active role in solving these problems. The "Public Servant Law", which was put in force from January, 2006, has put forward the pluralisation of the nation’s civil servants’ career-development approach. With the implementation of "Public Servant Law" as the turning point, introducing the brand-new human resources management idea in the civil servants management to plan their career-development scientifically will help to develop a modern civil servant force, to solve the personnel’s stability and other problems to a certain degree, to develop civil servants’ potentialities, to arouse their enthusiasm, to improve the administration management efficiency and to achieve a "win-win" situation for the organization and the individual; it will help to establish a standard channel for civil servants’ growth and development, to form scientific mechanisms of talents’ competition, encouragement and supervision, to attract and keep outstanding talents and provide necessary human resources safeguard for the improvement of the efficiency of government management; it will also help to enhance civil servants’ sense of safety and enable them to devote themselves heart and soul to their duty.Utilizing the career-development plan theory and drawing on foreign and domestic experience of civil servants’ career-development management practice, based on wide investigation, taking civil servants in organizations directly under the Gansu provincial government as the studying object, this article analyzed the present state of civil servants’ career-development plan in Gansu province, existing problems and their reasons. It proposed a line of thinking for the civil servants’ career-development plan in organizations directly under Gansu provincial government, including methods of the civil servants’ career-development plan, organizations’ role in the plan and perfect the concerned coordinated measures for the plan, and hopes to provide certain reference for the management of the civil servants in Gansu provincial organizations.更多还原