The Cadre Management System in the Hu Jintao Era: From "Cadre" to "Talent":China after the Tiananmen Incident

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The Hu Jintao administration was aimed to resolve social contradictions like the spreading corruption and economic disparity; toward a "harmonious society". However, the days have long past when the people were satisfied by a novel slogan. Under this recognition of the present state, this paper verifies the intensity of the Chinese Communist Party to maintain the one-party system by focusing at its cadre management system. The cadre management system has been considered sacred even in the Zhao Ziyang era. If some sort of change has occurred, it should be seen as a reflection of the recognition on the side of the party. This is why the paper focuses on this area.The traditional model of cadre management policy, though the cadres were nominally managed directly by the party (dangguanganbu), it was practice of the party to categorize/manage cadres to three groups according to the nature of assigned agency; 1. "Party and Government Cadre" (dangzhengganbu), 2. "Managers and Specialized Engineers of Government Enterprises", 3. "Managers and Specialized Engineers of Corporate Enterprises". In principle, the first group is managed mainly by party agencies and the other two by governmental organizations (the party committee or leading party group being a core).However, due to the ambiguity of the definition of "cadre" and the oneparty-rule found in socialist systems, the management power was ultimately concentrated to the Party; resulting a uniform management. It is also the result of cadre wanting a management system by the Party due to the following reason. The staffs of the Communist Party and government agencies have better treatment than others.Since 1992, a market economy policy has been clearly engaged, and changes in cadre management policy have been initiated due to its implementation. First, there is a movement toward a public servant act. Second, the use of "talent" (rencai) concept can be pointed out. On May, 2003, the Political Bureau of the CCP decided to categorize the potential cadres to 3 groups under its "Party Management of Talent" policy (dangguanrencai); 1. "Party and Government Talent" (dangzhengrencai), 2. "Business Management Talent" (qiyejingyingguanlirencai), 3. "Technical Talent" (zhuanyejishurencai).Both, the New and Traditional model of management employs a threecategory system. However, the following points may be stressed as characteristics recognized in the transformation process of "cadre" management toward "talent" management.First, such change may be considered as measures to 1. talent drain from the Party and Government Organizations due to market economy reforms and internationalization and 2. the increasing number of people as potential talent.Second, due to the introduction of the Public Servant system, it was suggested that public servants will be managed/controlled by the party and nonpublic servants (many of which are business management talent and technical talent) will be managed/controlled by the government.Third, taking this improvement of dichotomous management, Party management of public servants (especially those high-ranking officials listed in the "Job Title List" of each rank) may be enforced further than before.Fourth, this paper points out the political influence of non-public servants such as private enterprise and managers of foreign business enterprise to future cadre management policy.
一般財団法人日本国際政治学会の論文

The Cadre Management System in the Hu Jintao Era: From "Cadre" to "Talent":China after the Tiananmen Incident

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概要

一般財団法人日本国際政治学会 | 論文

スポンサーリンク

The Cadre Management System in the Hu Jintao Era: From "Cadre" to "Talent":China after the Tiananmen Incident

スポンサーリンク

概要

一般財団法人 日本国際政治学会 | 論文

スポンサーリンク

一般財団法人日本国際政治学会 | 論文