A Study on Civil Servant Competition-last-post System of the People''s Republic of China
Date Issued
2008
Date
2008
Author(s)
KO, MENG-YING
Abstract
From the point of history, this research observes the interactive relationship between the civil-servant system and cadres’ development in China and reviews selection and appointment system of cadres to conclude the evolution of competition-last-post system. The research hopes to explore the effects and resulting questions after implementing the competition-last-post system of China thoroughly.his research is divided into six chapters: The first one, introduction, separately discusses the research motivation, goals, questions, hypotheses, related literature review, research scope, limitation, method, structure, and the arrangement of chapters. The second chapter describes the source of the competition-last-post system of China. The third chapter to the fifth one analyze theory and practices of competition-last-post system, as well as validating the core value and principals. The final chapter, conclusion, induces the research findings in the way of responding to the propositions: (1) the difference of competition-last-post system and public selection and appointment system, (2) a promotion system with Chinese characteristics, (3) responding to the research hypotheses, although P.R.C. uses the competition-last-post system to select talented people, there still has some improvable space on its administrative efficiency, (4) insights for our promotion system in Taiwan. Next, the research provides some suggestions about the policy： (1) suitably reduces the chief''s employing jurisdiction and increases the transparency of promotion process, (2) increases the democracy-evaluate mechanism, enabling the colleague to have four powers, including awareness, participation, selection, and supervision, similar to the populace. Thus, let the institution colleague witness promotion process and suitable evaluates the competitors, adding promotion into surveillance mechanism. (3) People who want to compete for the manager, must not only conform to the basic qualifications condition but also have specialized knowledge of drafting administratorship as well as achievement goals and present related plans at the interview stage. This is similar to the lecture procedure of the competition-last-post system of China. (4) The trial and observational period is one year. (5) implements the tenure system , for example, four years. (6) The mechanism for transferring to non-manager position makes the promotion pipeline more unimpeded and flexible. It also makes the implementation of promotion system more meaningful. Carrying out open, impartial, and fair principles, not only have self-encouragement and self-growth function for individual, but also indirectly enhances the administrative efficiency for the institution.
Subjects
Cadres
Civil Servant System
Selection and Appointment System of Cadres
Competition-last-post System
Democracy Evaluation
SDGs
Type
thesis
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