深圳市公安机关绩效考核体系的研究

发布时间：2018-01-25 04:15

本文关键词： 公安机关绩效管理指标体系绩效考核功效系数　出处：《天津大学》2009年硕士论文　论文类型：学位论文

【摘要】： 公安机关作为国家的行政执法管理机关,担负着打击敌人、保护人民、惩治犯罪、维护稳定的重大使命。公安机关绩效评价是对一个地方公安警务工作和队伍建设效益的评价过程,是公安队伍管理长效机制的重要内容,是实现公安队伍管理的正规化、标准化和制度化的有效途径。但是,由于公安机关的业务活动复杂、其服务又具有无形性和效用潜在性,导致现有的考核体系既过于繁琐且多以定性评价为主,因而其可操作性并不强。为了更有效地促进公安机关整体服务水平和个人业务能力的提高,本文运用绩效管理理论、定量与定性相结合的技术、比较分析方法、实证研究等方法建立了一套公安机关两级绩效考核方案。论文首先分析了研究的背景和意义、国内外相关领域研究现状和趋势以及公安绩效考核相关理论;进而分析了深圳市公安机关绩效考核所面临的主要问题,包括目标设定不科学、绩效指标缺乏科学性、考核过程和结果处理不当等。论文随后重点研究了深圳市公安机关绩效考核体系的构建过程,确定了个人素质、知识结构、业务绩效和纪律作风四个绩效考核维度;通过进一步分解考核维度,确定了沟通与交流能力、政策理论水平、工作数量和政治思想等18项考核指标;并设计了以功效系数法为基础的数据处理方法,以层次分析法确定权重以计算综合考核指标的核算方法。论文的第四章以深圳市公安机关绩效考核为背景构建了深圳市某区公安局两级绩效考核方案,对单位和个人的绩效考核内容和过程作了明确规定。最后,通过实证研究证明了所设计的公安机关绩效考核方案具有良好的可操作性和社会应用价值。
[Abstract]:The public security organ, as the administrative law enforcement organ of the country, is charged with attacking the enemy, protecting the people and punishing the crime. The performance evaluation of public security organs is the evaluation process of the benefit of a local police work and team construction, and is an important content of the long-term effective mechanism of the public security team management. It is an effective way to realize the formalization, standardization and institutionalization of the management of the public security contingent. However, because of the complexity of the business activities of the public security organs, its service is invisible and has potential utility. As a result, the existing assessment system is too cumbersome and mainly qualitative evaluation, so its operability is not strong. In order to promote the improvement of the whole service level and the personal professional ability of the public security organ more effectively, this article uses the performance management theory, the quantitative and the qualitative combination technology, the comparative analysis method. Firstly, the paper analyzes the background and significance of the research, the current situation and trend of the research at home and abroad, and the relevant theories of public security performance appraisal. Then it analyzes the main problems faced by public security organs in Shenzhen, including the unscientific setting of goals and the lack of scientific performance indicators. The paper then focuses on the construction process of the performance appraisal system of public security organs in Shenzhen, and determines the personal quality and knowledge structure. Business performance and discipline style four performance evaluation dimensions; Through further decomposition of the assessment dimension, the paper determines 18 assessment indicators, such as communication and communication ability, policy and theory level, work quantity and political thought. The data processing method based on the efficiency coefficient method is designed. Based on the analytic hierarchy process to determine the weight to calculate the comprehensive assessment index accounting method. Chapter 4th of the paper based on the performance appraisal of Shenzhen public security organs as the background to build a district public security bureau in Shenzhen two-level performance appraisal scheme. The content and process of performance appraisal of units and individuals are clearly defined. Finally, the designed performance appraisal scheme of public security organs is proved to have good maneuverability and social application value through empirical research.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：D631.1

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