不同编制身份培训机会差异分析

An Analysis on the Training Opportunity Differences with Different Organizational Identity

目前我国各级政府以编制为基础的人力资源管理方式,在政府内部产生了公务员、事业编制人员、雇员(含合同工、临时工)等不同的编制身份,其薪酬待遇、福利保障、职业发展空间等也差别较大。对广东省Z市基层政府工作人员的岗位职责和培训机会的调查发现,不同编制身份人员的岗位职责差异性、公务员与事业编人员在培训机会上的差异性不明显,而公务员与雇员、事业编制人员与雇员的培训机会差异性则比较明显。这不利于政府工作效能的提高,不利于建设专业化队伍、维护政府形象和员工的职业发展。为了提高政府工作水平,应通过因事因岗培训来削弱编制身份对培训机会的影响。

Presently the human resources management method of China＇s govemrnents at different levels, on the basis of staffing management, has generated different organizational identifications like civil servants, institutional person and employees （including contract workers and temporary workers）, whose salary, welfare security and occupational development also vary. We analyze the survey data of the routine duties and training opportunities of the street-level government staff in Z City, Guangdong Province. According to our research, differences of routine duties are not significant among staff with different organizational identity, while training opportunities are highly different. To optimize organization effectiveness, it is necessary to weaken the effect of organizational identity on training opportunities by training according to tasks and positions.