Research On Career Management For Civil Servants In Integrated Management Category

With the promulgation and implementation of the Civil Servant Law in China,more and more attentions are paid on the team consisting of civil servants in the field of human resource management and development.Thus,to proactively advocate the government to promote the development of career management for civil servants in integrated management category is of momentous significance in stimulating their working enthusiasm,cultivating and bringing up a modern civil servant team as well as improving administrative efficiency and governmental productivity.With Trait - Factor theory,Personality Typdoqy theory,Career Anchor theory,Career Change theory and three-three-three theory as theoretical foundation and on the basis of summarization of the current relevant laws and regulations,successful experiences in civil servants' career that can be used for reference from other countries as well as the practical experience in civil servants' career management as accumulated in China from ancient times to the present,this paper firstly analyzes the present situation of career management for civil servants in integrated management and sums up the problems existing in career management for civil servants in integrated management category in China,including such four aspects as discrepancy between the personal objectives of civil servants in integrated management category and the goals as set up by the government,inaccessibility in career development road, lack of career support system and imperfectness of career training system,and then analyzes the reasons for these problems from such three angles as awareness,system and culture.Secondly, in combination with present conditions in our country and the thinking of guidance to different types of areas as stipulated in the Civil Servant Law,under the guidance of career management objectives for civil servants in integrated management category in China and in accordance with the principles of human orientation,fair competition,participation in guidance and supervision by the third department and differentiation,specific measures on how to solve the existing problems are put forward from four aspects,i.e.administrative culture,career development road,career support system and training system,thus improving and perfecting various factors in career management for civil servants in integrated management category in China.Finally,this paper makes a deep-going case study with the civil servants in integrated management category in Panjin as object.The feasibility and effectiveness of the countermeasures as recommended are preliminarily verified by comparison and analysis of the frequency relations in various influential factors and relevant coefficients.In addition,concrete countermeasures and suggestions are put forward in accordance with the investigation results and actual conditions in governmental departments in Panjin.