公共部门人力资源管理外文文献翻译最新.docx
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公共部门人力资源管理外文文献翻译最新.docx
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公共部门人力资源管理外文文献翻译最新
毕业设计附件
外文文献翻译:
原文+译文
文献出处:
BrownK.Humanresourcemanagementinthepublicsector[J].Publicmanagementreview,2016,9(3):
413-429.
原文
Humanresourcemanagementinthepublicsector
BrownK
Abstract
Inrecentyears,withthedevelopmentofsocietyandeconomy,thegovernmentmanagementmodeandmethodalsochanges.Thefunctionofgovernmentinpublicmanagementwasstrengthened,thetraditionalpublicsectorpersonnelmanagementsystemcannotadapttothedevelopmentoftheadministrativesystem,andthereformofadministrativesysteminthedifferentdegreehasanegativeeffect.Countriesshould,therefore,inthepublicsectorhumanresourcesmanagementinnovation;buildcanadaptandpromotethesocialandeconomicdevelopmentofthepublicsectorhumanresourcesmanagementsystem.
Keywords:
Publicsector,humanresourcemanagement,publicservice
Introduction
Smallenoughtoinfluencethefuturedevelopmentofhumanresources,functionsandeffectsofeconomicmanagementsector.Humanresourcemanagementinthepublicsectorasarepresentativesectorinhumanresourcesandorganizationplaysamoreimportantrole.Publicsectorhumanresourcemanagementisthepriorityamongprioritiesinthepositionofinternalmanagementinthepublicsector,thehumanresourcesmanagementlevelheighthandaffectsthedevelopmentofourcountry'spublicsectoritself;ontheotherhand,toprovidepublicproductsandpublicservicequalityandlevel,itisimportanttodevelopmentofinallaspects,includingeconomy,politicsandculture.Thepublicsectoristoundertaketheprovisionofpublicgoodsandservices,itspositioninthewholesocietyintheunshakable,effectivepublicsectorstaffenthusiasmforworkislargelydependentuponinpublicsectorserviceabilityandactefficiency,improvingpublicsectorstaffworkingattitude,improvetheworkefficiencyofpublicsectorstaff,helptoimprovethequalityofpublicorganization.
Atpresent,thepublicsectorhumanresourcemanagementinamanagementroledidnotgivefullplayto,insufficienthumanresourcesconfigurationoptimizationproblem,howtocombinethenationalcivilservicesystemconstruction,theintroductionofnewconcepts,newmodesofhumanresourcemanagement,itstheoryandpractice,withthereformofthepersonnelmanagementsystemandperfect,improvethelevelofpersonnelmanagement,becomeahasimportanttheoreticalandpracticalsignificanceofthetopic.Thisarticlethroughtheanalysisoftheformationanddevelopmentofhumanresourcesmanagementtheory,thelimitationsoftraditionalpersonnelmanagementtheoryandmodel,thecountry'spublicsectorhumanresourcesmanagementofpracticalexperience,aswellasthepublichumanresourcesmanagementreformanddevelopmenttrendofthebasicproblemssuchas.
Connotationandcharacteristicsofpublicsectorhumanresources
Publicsectorhumanresourcesmanagementisreferstothepublicsectorinaccordancewiththeconstitutionandrelevantlawsforhumanresourceplanning,obtainandmaintainanddevelopmentandaseriesofmanagementbehavior.Whilethewords"publicsector"toacertainextentdeterminesthepublicsectorhastheparticularityofhumanresourcesmanagement.
Firstofall,thepublicsectorhumanresourcesinthehandsofthecitizensandpublicpowergivenbythestate,implementthenationallawsandpolicyissues,theprocessandresultofthebehavior,isdirectlyrelatedtothegovernment'spublicimageandlegitimacy.Therefore,thepublicsectorofeverystaffmembermustfosterasenseofresponsibility.Thepublicsector,headofhumanresources,especiallythecivilservantsandstate-ownedenterprisesandinstitutionsofvocationalmoralaccomplishmentandthesenseofresponsibilityistheinherentnatureofpublicsectorhumanresourcerequirements.
Second,differentfrommaterialresourcesdevelopedonce;publichumanresourcessourcecanbeinuseprocessaccordingtothechangeofthefunctionsofthepublicsectortodevelopunceasingly,inordertomeettheneedsofthepublicsector.Thevalueofpublicsectorhumanresourcesinthedevelopmentprocesscontinuouslyimproved,thepsychologicalqualitywasoptimized,andskillwasimproved.Thatistosay,thesustainabilityofpublichumanresourcesmeansthatthemaintenanceandappreciationofthepublichumanresources.
Thepublicsectorhumanresourcemanagementalsoincludesbothmacroscopicandmicroscopic.Macro’spublicsectorhumanresourcesmanagementreferstotheentirepublicsectorsystem,inordertoensurethatthenatureofhisworkwiththeoverallstructureofthehumanresourcematchingeachother,ofinsideandoutsidethepublicsectorhumanresourcesplanning,management,predictionandaseriesofactivities,itspurposeistofosterasoundenvironmentforthepublicsectorhumanresourcesmanagement.Micropublicsectorhumanresourcesmanagementreferstotheadministrativedepartmentofeachconcrete,governmentdepartments,aswellasotherstate-ownedenterprisesandinstitutions,inaccordancewiththelawofhumanresourcesinthedepartmentofrecruitment,use,training,transfer,assessmentandothermanagementactivities.Thepurposeisthroughscientificmanagement,seekingpeople,peopleandthings,peopleandorganization,thecoordinationbetweenthepeopleandtheenvironment.
Publicsectorhrroleandposition
Withtheadventoftheeraofglobalizationinthetruesense,thehumanpoliticalfromthedominationofthegovernmenttowardscommonbetweengovernment,marketandcivilmanagement.Thatistosay,tomanagepublicaffairshasnotonlyisthegovernment'sownthings,publicaffairsmanagementcenterisnottheonlyone,butamultimember,thegovernmentisjustoneofmanymanagementcenter,butatthemoment,isstilloneofthemostimportant.Becausethegovernmenthasthemarket,otherorganizationsandindividualsdonothavetheauthorityof,inthegraspofthesocialresourcesanddistributionofrepresentativesisstillthecoreofthewholesociety.
Intheprocess,istherationaluseofhumanresourcesanddecisive,andwhetherhumanresourcesreasonableuse,butdependsonthegovernmentforhumanresourcemanagement.Therefore,fromtheperspectiveofthetrendofthecurrentpoliticallife,thegovernmenthumanresourcemanagementproblemsfacingthefirstisthatthegovernmentroleinthehumanresourcesmanagementtransformationandonthebasisofthetransformationoffunctions.
Istheroleofgovernmentandmarket,adapttothedevelopmentdegreeofsuitabletotheplannedeconomywithlessdevelopedmarketisthegovernment'suseofsocialvariousaspectsofhumanresourcestoconductacomprehensivecontrol,thusformedthenationalizationofhumanresourcesmanagementsystem,thissysteminthespecifichistoricalperiodofsocialistconstructionhasplayedaconsiderableeffectiveandefficientallocationofresources.However,withthebuildinganddevelopmentofmarketeconomy,thenationalizationofhumanresourcesmanagementsystemalsoshowanddon'tadapttotheshortcomingsoftheneweconomicform,forexample,themarketeconomyasksfirstnaturalpersonsareveryfreeflowing,buteveryoneplannedeconomyisfixedonacertainpost,liquidityispoor,sothatthehumanresourcesstructurerigidity,causinglowefficiencyorinefficiency.
Providetheruleisthatthegovernmentinthemostfundamentalandmostimportantofhumanresourcemanagementfunction.Specificdisputeinvolvestheflowofhumanresources,competition,thereferee,rightsandinterestsofmaintenance,escarolesprovidefirsttofollowtheprincipleofnon-discrimination,alsoisinthehumanresourcesmanagementanduseofthewholesocietyshallimplementtheprincipleof"equaltreatment,unlessthelawmakeanexceptionforspecialposition,gender,age,cannotberegisteredpermanentresidence,religiousbelief,education,employmentrecord,signsasrecruitment,selectionanduseofhumanresourcesofthedifferenceoftheprerequisites.
Governmentfortheguidanceofhumanresourceflowfirstrequiresthegovernmenttomasterthenationalemploymentpositionaswellasthecorrespondingdatabasedatasystem,onlyafteracomprehensivesystem,thegovernmentscaleeffectonthemanagementofhumanresourcesflowtoshowit,tochangethecurrentstructureandgeographicaldistributionofhumanresourcesoftheunreasonablesituation.Therefore,toestablishanationalupdatingofclassificationmanagementoftalenthasbecomethetoppriority.Cultivatingtalentmarket,makethemarketstandardization,topromotereasonabletalent,oftenflowmechanism.
Theplightofpublicsectorhumanresourcemanagement
Traditionalpersonnelmanagementlongerserveasthecenter,thepersonnelmanagementprocessaregreatlyinfluencedbypolitical,stressesandignorepeoplemanagementprocess,themanadegradationmachinetocarryouttheinstructions,alwaysemphasizeindividualobeytheorganizationneeds,obeythebusinessneeds,noindividualneedsandpersonality.Managementoperationmechanismistop-downverticalmanagement,thesuperiorwillandneediseverything,andmanagementobjectisonlypartofthepassive.
Traditionalpersonnelmanagementdonottakethestatusandroleofthepersonnelmanagement,thepersonneldepartmentasanon-production,notbenefitdepartment,seeitasaperipheralpartofmanagement,alreadycan'tseeitdirectlyaffectsthebenefit,alsodon'tpaymuchattentiontotheresearchandimprovementofthepersonnelmanagementitself.Therearedifficulttoupdatethemanagementideas,managementmeansandthemethodissimpleandcrude,themanagementprocessisoftenartificiallyinterrupted,thephenomenonsuchasbackwardmanagementsystem.Andbec
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