On the characteristics and trends of human resource management in public sector.

1, Expert Governance and Professionalization of Government Management.

With the advent of knowledge economy and information society, with the increase of complexity of government management, with the demand for a large amount of information by government management, and with the increasing technicalization and specialization of government management, the demand for specialization of government management is more intense, which leads to the rise of knowledge workers. In developed countries, for example, it is predicted that in the near future, 90% of the work in both public and private institutions will be expanded or replaced by expert systems or artificial intelligence. The so-called expansion means that the expert system and professional and technical personnel give consideration to their work and improve their work efficiency and effectiveness; The so-called substitution means that a considerable proportion of work will be done by machines instead of manpower in the future. At the same time, knowledge and information workers will play a leading role in government affairs. In the future public organizations, the authority of knowledge and experts will become increasingly apparent.

2. Change passive control into active management.

The traditional human resource management in public sector is a control-oriented passive management, which has the following basic characteristics:

Emphasize the priority of efficiency value; Emphasize the instrumental role of civil servants; Emphasize strict planning and procedures; Pay attention to the control of supervision; Emphasis on centralized management, etc. Traditional control management inevitably makes the personnel system in public sector rigid and lacks vitality. The new human resource management in the public sector is more active. The so-called active human resource management in public sector is to create a good environment for civil servants to develop their potential on the basis of the existing personnel system in public sector, so that civil servants can have a sense of mission, thus better promoting the realization of organizational goals and efficiency. Different from the traditional control orientation, the new human resource management in public sector emphasizes? Authorization? The main features are as follows: the opportunity to participate in decision-making openly; Provide opportunities for administrators to develop their autonomy; Development organizations share the same vision; Develop and maintain the dependence and open communication among members of the organization.

3. Pay attention to and emphasize the development of human resources in the public sector.

Facing the arrival of knowledge economy and information society, and facing the challenge of new knowledge and technology, more and more organizations are aware of the development of human resources in public sector? That is, to change the attitude, behavior and skills of civil servants and public managers through continuous learning? The importance of. More importantly, because managers and civil servants of public organizations are facing a rapidly changing society today, passive learning in the past can no longer meet the requirements of the times. Having new learning ability is the core of human resources development in public organizations. New research? The so-called new learning has the following characteristics:

The learning goal is to achieve organizational performance; What is the focus of study? Learn how to learn. Process; Flexible organizational structure makes learning diversified;

When learning, we should exert our creativity and cultivate nonlinear and intuitive thinking; Learning can make people more willing and capable, play more efficiently and succeed;

Encourage people to actively participate in and participate in the activities of various organizations;

Organizations should be open and able to discuss and include different learning methods; Learning is a series of planning, implementation and feedback processes;

Emphasis on teaching and learning; Integrating learning into work has become an inseparable part of life.

4. Integration of human resource management and new organization.

Under the impact of information technology, the traditional pyramid organization is giving way to an organizational structure that is more in line with the needs of the new information society. In order to cope with the changes in the environment, improve efficiency, meet the requirements of innovation, give full play to the professional talents of the public sector and make effective use of science and technology, it is an inevitable trend to make the organization flexible, flexible and temporarily expand its mandate. There are many descriptions of the future organizational structure, such as network organization, seamless organization and post-bureaucratic organization. No matter what the name is, it is certain that the new organizational structure will have the following characteristics:

Open to the environment and flexible organizational structure;

The organization tends to be flat and the middle management is reduced;

Emphasize the establishment of authority through dialogue and equal rights;

* * * Access to information and openness in decision-making;

The power structure changes from centralization and hierarchy to decentralized network;

From top-down control to the interaction and self-control of organization members;

Organizational values have changed from efficiency, safety and risk avoidance to efficiency, sensitivity, adaptability and innovation.

In short, the new organizational structure emphasizes an organization that can give full play to the ability and potential of civil servants, rather than an organization that inhibits innovation and vitality.

5. Electronic management of human resources in public departments.

The application of information and network technology in civil servant management has become a remarkable feature. The electronization and networking of human resource management can improve efficiency and save costs.

Conducive to the formulation of human resources strategies and policies;

Conducive to strengthening communication and contact between personnel;

Conducive to the realization of participation management.

The main developments in the future include:

Electronic personnel policies and regulations and electronic human resources database; Electronic recruitment; Electronic welfare payment; Electronic dynamic management, etc.

6. Streamline government manpower and a small but strong government.

Large-scale government organization is a common phenomenon in the past for governments all over the world. The reason lies in the expansion of government functions, the development of society, the increase of government affairs and the internal expansion of the government itself. The expansion of the government in turn leads to deficits, poor performance and cost inflation. Therefore, starting from 1990, the main measures of civil service reform in various countries are to streamline manpower and tighten management. The United States laid off 272,900 full-time civil servants in the 1999 fiscal year;

Canada has also cut 55,000 civil servants out of a total of 225,000. China's central government has also laid off 30% of its civil servants. With what? Small government? The concept is deeply rooted in people's hearts, and manpower streamlining continues to be the basic trend of human resource management in public sector.

7. Pay attention to performance management.

With the goal orientation of public organizations becoming stronger and stronger, performance will go deep into various goals and become the most concerned topic. In fact, the success of an organization depends on the effective use of human resources. Nowadays, performance management has become the hottest topic in public and private organizations.

Performance management is to organize managers to plan responsibilities and goals for civil servants to maximize their ability;

And through the performance appraisal, as the basis for civil servants' rewards and punishments.

An effective performance management system should include the following parts: a clear statement of each task and its value; Plan a set of procedures for establishing personal performance contracts; Establish a set of procedures as the basis of the civil service capacity improvement plan; Establish performance indicators; Establish a performance evaluation mechanism.

8. Pay attention to and pay attention to the moral responsibility of officials.

In recent years, the immoral behavior of more and more public officials (such as corruption) has led to the decline of government prestige, and citizens have opposed government officials. Trust deficit? It has seriously affected the legitimacy of the government. In this context, it has become a prominent feature and trend of human resource management in the public sector in the future to revive the prestige of the government by emphasizing the moral responsibility of civil servants. Was it formulated by 1978 in the United States? Government ethics law? Is the code of ethics for civil servants established as a legal provision at the same time? Government Ethics Bureau? , specifically responsible for the moral management of public servants. The American Institute of Public Administration issued the Code of Ethics for Civil Servants in 1985, and revised it in 1994, requiring civil servants to serve the public interest, respect the Constitution and laws, show personal integrity and pursue professional excellence. OECD countries are also committed to the construction of official ethics infrastructure, and many countries also have laws on official ethics.

Although there are no laws and regulations on civil servants' professional ethics in China at present, maintaining civil servants' professional ethics mainly depends on party discipline and persuasion education, but why? Governing the country by virtue? With the deepening of the concept, people will always pay more and more attention to the professional ethics of civil servants. To be sure, how to maintain the ethical behavior of civil servants is one of the challenges faced by human resources management in China public sector in the future.