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1、西藏大学 硕士学位论文 西藏事业单位人员退出机制研究 姓名：王文令 申请学位级别：硕士 专业：行政管理 指导教师：安玉琴 20090524 III 摘 要 摘 要 根据 2006 年 8 月，人事部印发的关于印发事业单位岗位设置 管理试行办法的通知 （国人部发200670 号） 、 关于印发事业单位 岗位设置管理试行办法实施意见的通知 （国人部发200687 号）文 件精神，结合西藏事业单位人事管理的实际情况，西藏需要进行深化 事业单位人事制度改革，建立健全事业单位岗位管理制度，实现事业 单位人事管理科学化、规范化、制度化，因此，以岗位设置管理为重 点，以人员退出为核心的事业单位人事制度改革势
2、在必行。健全西藏 事业单位人员的退出机制，促进事业单位人员队伍的新陈代谢，保证 事业单位人员队伍的优化与精干， 是我区深化事业单位管理体制改革 的重要内容，也是事业单位人事制度创新的重点。本文以我国事业单 位人事制度改革为契机，立足于西藏实际，在借鉴国内外先进经验的 基础上，提出完善西藏事业单位人员退出机制的具体对策。从理论层 面来看，对事业单位人员退出机制的开拓，研究丰富了事业单位人事 制度改革的相关内容，有助于完善事业单位人力资源管理理论，能为 推动我区的事业单位人事制度改革做出理论贡献。从实际来看，研究 西藏事业单位人员退出机制，不但畅通“出口”环节，而且有利于激 活西藏事业单位人员的生
3、机与活力， 有利于促进西藏事业单位内部人 才结构的合理化，有利于创新西藏事业单位人事管理制度，有助于推 动西藏行政管理体制和事业单位人事制度改革向纵深方向发展， 更有 利于解决就业压力问题， 促进社会的和谐与稳定和经济文化各项事业 IV 的健康持续发展。 论文研究主要分为四个部分。论文的绪论部分对选题的背景、选 题的意义、国内外研究现状及评述作了简要的说明。第二部分是关于 事业单位人员退出机制概述， 还有研究事业单位人员退出机制的理论 基础概述，第三是针对西藏事业单位的实际情况，进行研究西藏事业 单位人员退出机制的必要性与可能性分析。 第三部分西藏事业单位人 员退出机制的现状分析，主要是进行了
4、我国行政、事业单位人员退出 制度概述：介绍我国行政、事业单位人员退出制度及改革历程和公务 员退出形式，还有提出西藏事业单位人员退出机制存在的问题：有退 出渠道不畅问题和西藏事业单位激励机制、 约束机制和保障机制方面 存在的问题。第四部分完善西藏事业单位人员退出机制的对策建议， 分析了发达国家和内地省市关于人员退出机制方面的经验和启示； 借 鉴发达国家和内地省市的先进经验，针对存在的问题，提出了完善西 藏事业单位人员退出机制的具体对策。论文采用的研究方法有：文献 分析法、实证研究法、理论联系实际的方法。论文的创新之处有：有 针对性的建议；在总结前人研究的基础上，提出了从人员退出的激励 机制、 约
5、束机制和社会保障机制方面来完善事业单位人员退出机制的 具体策略。 关键词 关键词 事业单位，退出机制，人事制度 V ABSTRACT According to August 2006, issued by the Ministry of Personnel, “issued by institutions on the Establishment and Management of the pilot scheme for post notification“ (Department of fat people 2006 No. 70), “Status and institutions on
6、 the issuance of the Establishment and Management of the implementation of the views of the pilot scheme notice“ ( Department of fat people 2006 87), the spirit of the document in light of Tibets human resources management and institutions the actual situation in Tibet, the need for deepening the re
7、form of the personnel system, and establish and improve job management system and institutions, the achievement of scientific institutions and personnel management, standardization, institutionalized, so to focus on the Establishment and Management positions to staff from the institutions at the cor
8、e of personnel system reform is a must. Institutions in Tibet and improve the exit mechanism, and promote the metabolism of personnel and institutions to ensure that personnel and institutions capable of optimization and is deepening the institutions in our region an important aspect of the manageme
9、nt system, personnel system is the focus of innovation. In this paper, reform of the personnel system in our country as an opportunity, based on the realities in Tibet, in the drawing on advanced experience both at home and abroad on the basis of the proposed VI institutions to withdraw from Tibet t
10、o improve the specific response mechanism. From a theoretical point of view, the mechanism of the institutions of development, research has enriched the reform of the personnel system of the related content, help to improve human resources management theory and institutions, to promote our regions r
11、eform of the personnel system so contribution to the theory. From a practical point of view to study the mechanism of institutions in Tibet, not only open the “export“ link, but also conducive to the activation of the Tibetan institutions vigor and vitality, and help to promote Tibets internal perso
12、nnel structure and institutions of the rationalization of the Tibetan cause in favor of innovation units and personnel management systems, contribute to Tibets administrative system and reform of the personnel system to the depth direction, the pressure is more conducive to solving the employment pr
13、oblem, the promotion of social harmony and stability and economic and cultural health of the cause of development. Thesis research is divided into four parts. Introduction to papers on the topics of some of the background, the significance of topics, research and review of the status quo was briefly
14、 summarized. The second part is on the mechanism of an overview of institutions, as well as research institutions from the mechanism outlined in the theoretical basis, the third is the actual situation in Tibet and institutions, research institutions in Tibet out of the necessity and the possibility
15、 of a mechanism analysis. VII The third part of the mechanism of the Tibetan institutions of the status quo analysis, mainly in Chinas administrative, personnel and institutions to withdraw from the system overview: Introduction of Chinas administrative, personnel and institutions from the system an
16、d the reform process and civil servants from the forms, as well as institutions to Tibet the mechanism of personnel problems: There are channels from the poor and incentive mechanisms and institutions in Tibet, binding mechanisms and the protection mechanism problems. The fourth part of the Tibetan institutions to improve the mechanism of the proposed measures, analysis of the developed countries and the Mainland provinces and cities on the mechanism of personnel experience and
