摘要
在中国社会变迁与制度转型过程中,公务员"能力集丛"中各个部分发展不齐步,出现一部分特质落后于其他部分的迟滞现象,这一"能力堕距"问题是实现国家治理体系与治理能力现代化的重要瓶颈。本文基于公务员能力提升的现实需要和已有研究,以"能力堕距"为理论提出新形势下公务员能力分类模式。根据当前公务员能力的具体分布,探寻公务员能力解组的原因。结合国内外的公务员能力建设的经验,从公务员能力素质模型出发,构建集"起点考评"、"教育培训"与"能力拓展"、"技能评估"、"文化塑造"于一体的"五位一体"制度框架,为实现公务员能力提升提供全程化制度服务。
In the process of social change and institutional transformation of China, various parts of civil servants ＂ability cluster＂ are not developed in the same step, and some characteristics fall behind. This problem is an important bottleneck to realize the modernization of national governance system and governance capacity. Based on the actual needs of civil servants to improve capacity and the existing research, and from the theory of ＂ability lag＂, this paper proposes a new classification model of civil service capacity trader the new situation. According to the current specific distribution of civil servants＇ capacity, this paper explores the reasons of＂ability lag＂. Combining with the experience of civil servants＇ capacity building at home and abroad, this paper constructs a ＂five-in-one＂ institutional framework, which includes ＂starting point evaluation＂, ＂education training＂ , ＂capacity development＂, ＂skill evaluation＂ and ＂culture shaping＂, to achieve the full institutional services for civil servants to improve capacity.
出处
《中国人力资源开发》
北大核心
2017年第4期130-138,共9页
Human Resources Development of China
关键词
治理现代化
公务员队伍
能力堕距
经验学习
制度服务
Governance Modernization
Civil Servants
Ability Lag
Experience Learning
Institutional Services
