甚層稅務(wù)論文：國(guó)稅系統(tǒng)人力資源開發(fā)與管理的實(shí)證研究VIP

1、 甚層稅務(wù)論文：國(guó)稅系統(tǒng)人力資源開發(fā)與管理的實(shí)證研究【中文摘要】國(guó)稅部門是國(guó)家重要的經(jīng)濟(jì)管理和執(zhí)法部門,肩負(fù)著籌集財(cái)政收入和調(diào)節(jié)分配的重要使命。要充分發(fā)揮稅收的職能作用,確保稅收收入持續(xù)健康增長(zhǎng),就必須提升國(guó)稅干部隊(duì)伍的政治素質(zhì)、知識(shí)水平、工作能力等人力資源的整體水平?；鶎訃?guó)稅系統(tǒng)作為一個(gè)重要行政管理部門,隨著稅收管理重心的轉(zhuǎn)變,征收手段的科技化,稅務(wù)管理的規(guī)范化,征收方式的精細(xì)化、信息化,稅務(wù)規(guī)則的國(guó)際化等需要,要求基層國(guó)稅必須建設(shè)一支具有自覺法治觀念、強(qiáng)烈現(xiàn)代意識(shí)、超前戰(zhàn)略眼光、廣博專業(yè)知識(shí)、豐富實(shí)踐經(jīng)驗(yàn)和敬業(yè)精神的高素質(zhì)的國(guó)稅干部隊(duì)伍。這就對(duì)提高基層國(guó)稅系統(tǒng)人力資源的開發(fā)和管理提出了新的

2、更高要求。本文以市國(guó)家稅務(wù)局為例,對(duì)基層國(guó)稅系統(tǒng)人力資源開發(fā)現(xiàn)狀進(jìn)行了分析評(píng)價(jià),指出當(dāng)前國(guó)稅系統(tǒng)人力資源開發(fā)和管理中,存在的收入任務(wù)過重與人力資源數(shù)量緊缺、總體質(zhì)量不高等方面的問題,并進(jìn)行了原因分析。也由此提出了建立科學(xué)合理人員管理機(jī)制,基層國(guó)稅系統(tǒng)人力資源配置的基本原則與方法,規(guī)范崗位設(shè)置,完善國(guó)稅部門人力資源開發(fā)的優(yōu)化措施和完善制度建設(shè),以實(shí)現(xiàn)基層國(guó)稅系統(tǒng)人力資源開發(fā)管理的新目標(biāo)。【英文摘要】Public sector administrative is an important national economic management departments and law enforc

3、ement agencies, its important mission is to raise revenue and regulate the distribution.To take full advantage of tax functions and to ensure sustained the healthy growth in tax revenue, cadres in the public sector administrative must enhance its political quality, level of knowledge, ability to wor

4、k and so the overall level of human resources. Grass-roots tax system as an important administrative departments, with the change in the focus of tax administration, tax collection methods in science and technology, the standardization of tax administration, tax methods refined, information technolo

5、gy, the need for international tax rules, grass-roots tax departments must build a team of highly qualified national cadres, their have consciously thought the rule of law, a strong view of modern consciousness, advance the strategic vision, extensive knowledge, rich experience and professionalism.

6、Grass-roots tax system of human resources management to enhance its development and management haves new and higher requirements.Taking the State Tax Bureau of J City as a case, grass-roots national taxation system analysis and evaluate its human resources development status, that its current human

7、resource development and management exist tax task too heavy, the number of huiman resources shortage, the overall quality of work not high, then analyzes the reason. Also proposed the establishment of a scientific and rational personnel management, grass-roots national taxation system in the basic

8、principles of human resources and methods, standardized job settings, and improve tax sectors the optimization of human resources development and institutional building measures in order to achieve the national tax system of human primary resources development and management of the new target.【關(guān)鍵詞】甚

9、層稅務(wù) 人力資源 開發(fā)與管理【英文關(guān)鍵詞】grass-roots tax human resources development and management【目錄】國(guó)稅系統(tǒng)人力資源開發(fā)與管理的實(shí)證研究摘要3-4ABSTRACT4第1章 導(dǎo)論7-151.1 問題的提出7-81.2 選題的意義8-91.3 國(guó)內(nèi)外研究綜述9-131.3.1 國(guó)外研究綜述9-111.3.2 國(guó)內(nèi)研究綜述11-131.4 論文框架13-15第2章 國(guó)稅系統(tǒng)人力資源開發(fā)和管理的理論闡述15-262.1 公共部門人力資源開發(fā)和管理15-202.1.1 公共部門人力資源開發(fā)管理的內(nèi)涵理解15-192.1.2 公共部門人力資

10、源開發(fā)與管理的目標(biāo)與任務(wù)19-202.2 人力資源開發(fā)管理與公共部門管理效能20-232.2.1 影響公共部門人力資源管理效能的因素21-222.2.2 提高人力資源管理與公共部門效能的途徑22-232.3 國(guó)稅系統(tǒng)人力資源開發(fā)管理的特點(diǎn)及原則23-262.3.1 國(guó)稅系統(tǒng)人力資源開發(fā)管理特點(diǎn)23-242.3.2 國(guó)稅系統(tǒng)人力資源開發(fā)管理的主要原則24-26第3章 J市國(guó)稅系統(tǒng)人力資源開發(fā)和管理的實(shí)證研究26-413.1 J市國(guó)稅系統(tǒng)人力資源開發(fā)管理基本情況26-363.1.1 J市國(guó)稅系統(tǒng)人力資源結(jié)構(gòu)現(xiàn)狀及問題26-303.1.2 J市國(guó)稅系統(tǒng)人力資源的崗位設(shè)置匹配狀況30-313.1.3

11、J市國(guó)稅系統(tǒng)人力資源開發(fā)和管理的效果分析31-363.2 J市國(guó)稅系統(tǒng)人力資源開發(fā)管理中存在的問題36-393.2.1 人力資源現(xiàn)狀與人才需求不合理的矛盾363.2.2 人力資源分布結(jié)構(gòu)矛盾比較突出36-373.2.3 地區(qū)間經(jīng)濟(jì)發(fā)展不平衡與編制一刀切的矛盾373.2.4 稅收收入計(jì)劃高速增長(zhǎng)與高素質(zhì)人力資源緊缺的矛盾37-383.2.5 人力資源使用制度統(tǒng)一性與執(zhí)法過程復(fù)雜性的矛盾383.2.6 稅務(wù)人員自我實(shí)現(xiàn)的期望與領(lǐng)導(dǎo)職數(shù)限制的矛盾38-393.3 J市國(guó)稅系統(tǒng)人力資源開發(fā)管理中存在問題原因分析39-413.3.1 人力資源開發(fā)的路徑不暢,年齡”斷層”較為突出393.3.2 人員流動(dòng)渠

12、道不暢393.3.3 激勵(lì)機(jī)制不完善39-41第4章 J市國(guó)稅系統(tǒng)人力資源開發(fā)管理的目標(biāo)及優(yōu)化措施41-534.1 J市國(guó)稅系統(tǒng)人力資源開發(fā)的目標(biāo)41-424.1.1 實(shí)現(xiàn)人力資源”技能”發(fā)揮的最大化414.1.2 實(shí)現(xiàn)人力資源使用成本的合理化41-424.1.3 實(shí)現(xiàn)人力資源配置的最優(yōu)化424.1.4 實(shí)現(xiàn)人力資源使用價(jià)值的最大化424.2 J市國(guó)稅系統(tǒng)人力資源配置的基本原則42-444.2.1 因事?lián)袢?、能?jí)對(duì)應(yīng)原則42-434.2.2 優(yōu)勢(shì)定位原則434.2.3 動(dòng)態(tài)調(diào)節(jié)的原則434.2.4 建立激勵(lì)機(jī)制的原則434.2.5 打破部門人才所有制格局、貫徹自主流向原則43-444.3 J市國(guó)稅系統(tǒng)人力資源開發(fā)和管理的優(yōu)化措