央行C机构下辖中心支行领导班子绩效评价体系优化研究

发布时间：2018-11-19 21:13

【摘要】：党的十八大召开以来,中央对干部考核评价工作出了新的部署,提出了一系列新的要求。据此,中国人民银行党委组织部在《关于从严贯彻落实2014-2018年全国党政领导班子建设规划纲要的通知》中明确要求完善领导班子绩效评价制度。当前央行C机构下辖中心支行领导班子绩效评价主要依托于年度考核进行,评价内容不够细致,评价机制不够健全,评价结果运用不够科学。进一步优化央行C机构下辖中心支行领导班子绩效评价体系,通过适时的、有针对性的绩效评价指导中心支行领导班子配备、提高中心支行对外履职能力是央行C机构深化干部人事体制改革的重要课题。本文充分挖掘和运用人力资源管理理论和方法,搭建优化央行C机构下辖中心支行领导班子绩效评价体系的理论框架和制度框架,建立静态模型,构建领导班子绩效评价机制,具有较强的理论和现实意义。鉴于领导班子绩效评价内容的特殊性和复杂性,难以建立完整的指标体系进行定量评价;绩效评价工作的重点不在于得出“好”与“差”的结论,而在于针对不同评价内容得出结构性判断结论,从而提出针对性意见建议。笔者认为,要实现绩效评价体系的优化,需要完善的制度体系、健全的监督机制、合理的评价结果运用方式和严格的纪律要求作保障。
[Abstract]:Since the 18th National Congress of the Party, the central government has put forward a series of new requirements for the evaluation of cadres. Accordingly, the Organization Department of the CPC Committee of the people's Bank of China explicitly requested the improvement of the performance evaluation system of the leading bodies in the "Circular on strictly implementing the outline of the Construction Planning for the Party and Government leading bodies for 2014-2018". At present, the performance evaluation of the leading group of the central subbranch under the jurisdiction of the central bank is mainly based on the annual assessment. The evaluation content is not detailed enough, the evaluation mechanism is not perfect enough, and the evaluation results are not scientific enough. To further optimize the performance evaluation system of the central subbranch leadership under the central bank C, and guide the central subbranch leadership team through timely and targeted performance evaluation, Improving the ability of the central branch to carry out its duties abroad is an important subject for the central bank's C institution to deepen the reform of the cadre and personnel system. This paper fully excavates and applies the theory and method of human resource management, sets up the theoretical framework and institutional framework of optimizing the performance evaluation system of the central subbranch leading group under the central branch of the central bank, establishes the static model, and constructs the performance evaluation mechanism of the leading group. It has strong theoretical and practical significance. In view of the particularity and complexity of the performance evaluation of the leading group, it is difficult to establish a complete index system for quantitative evaluation. The focus of performance evaluation is not to draw the conclusion of "good" and "bad", but to draw the conclusion of structural judgment according to different contents of evaluation, so as to put forward some suggestions. The author thinks that in order to optimize the performance evaluation system, we need a perfect system, a sound supervision mechanism, a reasonable way to use the evaluation results and strict discipline requirements to guarantee the performance evaluation system.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F832.31;F272.92

【相似文献】