ABSTRACT
system, administrative culture, social capital and so on; the fourth part is the research of this article Focuson the status quo mainly for specific and operational implementation of the measures and steps to makeconclusions and prospects.
Based on the previous research results, this article has the following two aspects of innovation.
First, the research object and topic innovation. Although there are abundant theories and researches ongovernment employee training at home and abroad, most of them are directed at the analysis of the wholecivil servant team. Few scholars study the large group of grassroots young civil servants. Moreover, due tothe influence of traditional management concepts, the advanced concept of public HRM can not beimported into the civil service and the path of civil servants development can not be solved. Therefore,starting from the perspective of human resources management in the public sector, it has become an urgentresearch task to improve the training mechanism of newly appointed civil servants.
The purpose of this paper is to fill the gaps in the theory and practice of researching the trainingmechanisms for the newly recruited civil servants at the grassroots level, to provide useful enlightenmentfor exploring and perfecting the training mechanism for the newly recruited civil servants and to provideinnovative ideas and methods for the training and management of public servants in the public sector .
Second, the research methods of innovation. In addition to using traditional methods such asquestionnaires, interviews and site visits, this study attempts to combine data analysis and data mining withInternet in combination with professional statistical analysis tools, with a concise and intuitive presentationof the charts The status quo and development trend of the object. Use data to speak, provide a reference fordecision-makers from a macro perspective.
KEYWORDS：newly recruited Civil Servant, training mechanism, human resource managementWith the socio-economic development of our country, the building of a harmonious socialist society inall aspects and the economic development entering a new normal, all these have set new and higherdemands on party and government organs and grassroots units. The grassroots civil service as thegrass-roots service force at the grassroots level is an important part of the party and state cadre building.
The number, quality and role played by the newly recruited civil servants in township organs also directlyaffect the quality of the civil servants throughout the township and government organs and the normaloperation of the organs. Since the formation of grass-roots civil servants training and utilizationmechanism, they have trained a large number of excellent grassroots management personnel and providedhuman resources protection for the economic and social development in our country. However, there arestill many problems to be solved in the process of carrying out the training of grassroots civil servants.
These problems have largely affected the growth of civil servants and to a certain extent affected thetraining and use of the partys and grassroots cadres in our country. Therefore, it is of great significance toimprove the research on the mechanism of training civil servants at grassroots level.
This paper takes the newly recruited civil servants in township and town organs since the institutionalreform of Q County in Henan Province in 2005 as the research object, and uses the questionnaire survey,interviews, access to data and big data analysis to understand the situation of the initial civil servanttraining, Promotion of access to the higher authorities, the township government officials recruiting,training and the existence of the main problems at the same time the use of human resources managementtheory, combined with the actual situation of township agencies and civil servants management policies andregulations, targeted to explore and improve civil servants in township agencies Recruitment, managementmethods and measures. Mainly spanided into four parts. The first part starts from the background of the topicselection. Firstly, it explains the significance of the topic selection, introduces the related concepts andtheories of the training mechanism, and analyzes the experiences and experiences of foreign civil servantsand the research content and research methods of the paper. The third part analyzes the reasons that affectthe mechanism of the early civil servants training in Q County, mainly from the three parts of civil servantThe purpose of this paper is to fill the gaps in the theory and practice of researching the trainingmechanisms for the newly recruited civil servants at the grassroots level, to provide useful enlightenmentfor exploring and perfecting the training mechanism for the newly recruited civil servants and to provideinnovative ideas and methods for the training and management of public servants in the public sector .
Second, the research methods of innovation. In addition to using traditional methods such asquestionnaires, interviews and site visits, this study attempts to combine data analysis and data mining withInternet in combination with professional statistical analysis tools, with a concise and intuitive presentationof the charts The status quo and development trend of the object. Use data to speak, provide a reference fordecision-makers from a macro perspective.。
KEYWORDS：newly recruited Civil Servant, training mechanism, human resource management
目 录
摘 要
ABSTRACT
目 录.
第一章 绪论
1.1 研究的背景和意义
1.1.1 研究背景.
1.1.2 研究意义.
1.2 核心概念及理论基础
1.2.1 培养机制的概念、内涵和外延.
1.2.2 乡镇初任公务员的概念和特征.
1.2.3 需求层次理论依据.
1.2.4 职业管理理论依据.
1.3 文献综述
1.3.1 国内相关研究综述.
1.3.2 国外相关研究综述.
1.4 研究的思路和方法
1.4.1 研究思路.
1.4.2 研究方法.
第二章 Q 县乡镇初任公务员培养机制现状调查及存在的问题 .
2.1 调查问卷的相关设计
2.1.1 调查目的.
2.1.2 调查对象与范围.
2.1.3 调查问卷的内容及设计.
2.2 结构化访谈调查的设计
2.3 Q 县乡镇初任公务员培养机制存在的问题现状 .
2.3.1 单位对培养机制不重视，重使用、轻培养.
2.3.2 乡镇行政部门人才培养机制、体制不完善.
2.3.3 当前机制下对乡镇初任公务员帮扶、带动不足.
第三章 Q 县乡镇初任公务员培养机制存在问题的原因分析 .
3.1 传统的公务员管理制度加大了培养机制形成的难度
3.1.1 公务员录用制度影响岗位适配.
3.1.2 公务员绩效制度影响考核公平.
3.1.3 公务员培训制度影响职业发展.
3.2 消极的单位行政环境不利于形成积极的培养机制
3.2.1 薪酬待遇偏低影响队伍稳定性.
3.2.2 依赖型人际关系影响公平晋升.
3.2.3 形式主义氛围影响工作积极性.
3.3 乡镇初任公务员自身素质制约了培养机制的成效
3.3.1 部分乡镇初任公务员的心理适应困难.
3.3.2 部分乡镇初任公务员对环境适应困难.
3.3.3 部分乡镇初任公务员对工作适应困难.
第四章 完善 Q 县乡镇初任公务员培养机制的对策
4.1 完善 Q 县乡镇初任公务员培养制度 .
4.1.1 健全选拔录用机制.
4.1.2 建立科学的绩效考核体系.
4.1.3 建立完善的培训体系.
4.2 在 Q 县构建健康和谐的单位行政环境 .
4.2.1 适当提高基层公务员待遇.
4.2.2 构建价值观一致的行政文化.
4.2.3 创建有活力的工作氛围.
4.3 引导乡镇初任公务员加强个人素质提高
4.3.1 树立正确的就业观念.
4.3.2 培养灵活的实践能力.
4.3.3 合理的职业规划.
第五章 结论