沈阳市公安局警务绩效等级化管理研究

发布时间：2018-01-04 03:05

本文关键词：沈阳市公安局警务绩效等级化管理研究　出处：《吉林大学》2013年硕士论文　论文类型：学位论文

【摘要】：从20世纪80年代开始，西方国家开始了一场旷日持久的新公共管理改革运动。在这次运动中中，很多西方发达国家都采用了新的公共管理理念对警察部门进行改革，其取得效果十分的显著。比较而言，我国现行的警务管理体制建立的时间比较晚，是伴随着传统的政治体制的诞生才逐步发展和建立起来的，随着社会的不断发展，社会主义市场经济体制也在不断的发展完善，旧的警务管理体制已经不能够满足现实的需要，各种弊端正不断的暴露出来。因此，为了跟上时代的步伐，我国警察部门的管理体制改革势在必行。必须通过新的公共管理理念和方法的运用，提高我国基层警务的绩效管理水平，提高警察部门的运行效率和执法能力，以更好的服务群众，维护社会秩序稳定。为此，沈阳市公安局通过引进国外先进的警务管理方法和理念，充分借鉴其成功经验，并结合本身具体实际情况，提出了一套全新的警务管理模式——等级化管理，并且取得里立竿见影的效果。本文的研究客体主要是基层警务的绩效管理，换句话其实就是绩效考核。通过绩效考核方法的改革创新，提高其工作效率。本文通过一些与公共部门绩效管理相关的理论知识，，对沈阳市公安局的等级化管理措施进行全面的调查，了解相关情况，并对此进行系统的分析和研究。通过分析研究后得出的一些结论和方法，对改善我国公安部门目前的管理状况，在理论和实际上应该都会有一定的帮助。第一章，绪论，对与等级化管理有关的文献理论进行一个综合性的论述，阐明本文的研究背景和研究意义，并把所采用的研究思路和研究方法明确的提出。第二章，对等级化管理的内容、组成要素和具体的运行机制进行详细的阐述，解释了等级化管理的具体概念，并且分析了其优点。第三章，具体分析了等级化管理在沈阳市公安局实施过程中实际情况，以及所取得的积极效果。第四章，分析该模式在具体的实施运用过程中存在的问题，比如说考核体系不科学，执行不认真，考核结果没有得到重视等。第五章，针对在第四章所指出的问，提出相应的解决办法，如优化考核体系、重视内外部的信息反馈、注重把奖罚与绩效考核联系起来、加强学习教育等。第六章，对整篇文章进行总结，并提出自己的展望。
[Abstract]:From the beginning of 1980s, western countries began a protracted new public administration reform movement. In this movement, many western countries have adopted the new concept of public management reform of the police department, the effect is very significant. In comparison, the establishment of China's current police management system relatively late time that is accompanied by the birth of the traditional political system was gradually developed and established, with the continuous development of society, the socialist market economic system is also in the unceasing development, the old police management system has not been able to meet the needs of the reality, all the disadvantages of being constantly exposed. Therefore, in order to keep pace with the times. It is imperative to reform the management system of the police department in our country. We must through the new public management ideas and methods, to improve the performance management of China's grass-roots police Level, improve the operation efficiency and law enforcement ability of the police department, so as to better serve the masses and maintain the stability of the social order.
Therefore, by introducing foreign advanced policing management methods and ideas, Shenyang Public Security Bureau has made full use of its successful experience and combined with its actual situation, and put forward a new set of policing management mode -- hierarchical management, and achieved immediate results.
The object of this study is mainly grass-roots police performance management, performance appraisal is actually words. Through reform and innovation performance evaluation methods, improve the work efficiency. In this paper, through some related public sector performance management theory, the Shenyang Municipal Public Security Bureau to conduct a comprehensive investigation of the level of understanding of the relevant management measures. In this regard, and systematic analysis and research. Some conclusions and methods through the analysis of China's public security department, to improve the current management situation, in theory and in fact there will be some help.
The first chapter, the introduction, makes a comprehensive discussion on the literature theory related to hierarchical management, clarifies the research background and significance of the study, and puts forward the research ideas and research methods adopted.
The second chapter elaborates the contents, elements and operation mechanism of hierarchical management, explains the specific concept of hierarchical management, and analyzes its advantages.
The third chapter, the concrete analysis of the actual situation in the implementation process of the hierarchical management in Shenyang Public Security Bureau and the positive results obtained.
The fourth chapter analyzes the problems in the implementation process of the model, for example, the assessment system is not scientific, the implementation is not serious, and the assessment results have not been valued.
The fifth chapter pointed out in Chapter fourth, the solutions are put forward, such as optimizing the evaluation system, pay attention to the feedback information inside and outside, pay attention to the reward linked to performance appraisal, strengthen the study and education.
The sixth chapter makes a summary of the whole article and puts forward its own outlook.

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D631.13

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