FS市外事侨务局工作人员绩效考核体系研究与构建
发布时间：2018-12-12 01:56
【摘要】：现行的“德、能、勤、绩、廉”五大维度绩效考核体系是现行法律和组织人事部门既定的框架,任何政府机关和个人都无法突破。随着F S市对政府部门的绩效考核力度进一步加大,F S市外事侨务局领导班子要求进一步加强工作人员绩效管理,有效提升部门内部的工作效率,研究构建更加科学合理的F S市外事侨务局工作人员绩效考核体系迫在眉睫。本文以F S市外事侨务局为例,对机关工作人员“德、能、勤、绩、廉”五大维度的绩效考评方式进行研究,基于机关工作人员的实际工作情况,分析现行考评方法中存在的主观性过强、科学方法不多等弊端,思考机关工作人员考评体系建设的难点,提出在原有考评框架不变,通过增加客观考评“工作实绩”的方式,并与原有的主观考评方式相结合,尝试建立更加科学的机关工作人员绩效考核体系。文中研究的理论工具包括S S M分析法、关键绩效指标法、目标管理法等。论文目的是要得出主客观相结合的绩效评估体系,为政府工作人员绩效考核评估提供了新思路,有助于政府工作人员绩效考核评估的创新发展。
[Abstract]:The current performance appraisal system of "morality, ability, diligence, achievement and honesty" is the established framework of the current legal and organizational personnel department, and no government organ or individual can break through it. With the performance appraisal of government departments in F S City, the leading group of the, F S Municipal Foreign Affairs overseas Chinese Affairs Bureau has called for further strengthening of staff performance management to effectively enhance the work efficiency within the department. It is urgent to study and construct a more scientific and reasonable performance appraisal system for the staff of Foreign Affairs overseas Chinese Bureau of F S City. This paper takes the Foreign Affairs and overseas Chinese Affairs Bureau of F S City as an example to study the performance evaluation methods of the five dimensions of "morality, ability, diligence, achievement and honesty" of the staff of the organ, based on the actual working conditions of the staff. This paper analyzes on the disadvantages of the current appraisal methods, such as too strong subjectivity and few scientific methods, considers the difficulties in the construction of the appraisal system for the staff of the organs, and puts forward the ways of increasing the objective appraisal of the "work achievements" in the original appraisal framework. And with the original subjective evaluation methods, try to establish a more scientific performance appraisal system of government staff. The theoretical tools studied in this paper include S S M analysis method, key performance index method, objective management method and so on. The purpose of this paper is to obtain a performance evaluation system combining subjectivity and objectivity, which provides a new idea for the performance evaluation of government staff, and is helpful to the innovation and development of the performance evaluation of government staff.
【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2373670
[Abstract]:The current performance appraisal system of "morality, ability, diligence, achievement and honesty" is the established framework of the current legal and organizational personnel department, and no government organ or individual can break through it. With the performance appraisal of government departments in F S City, the leading group of the, F S Municipal Foreign Affairs overseas Chinese Affairs Bureau has called for further strengthening of staff performance management to effectively enhance the work efficiency within the department. It is urgent to study and construct a more scientific and reasonable performance appraisal system for the staff of Foreign Affairs overseas Chinese Bureau of F S City. This paper takes the Foreign Affairs and overseas Chinese Affairs Bureau of F S City as an example to study the performance evaluation methods of the five dimensions of "morality, ability, diligence, achievement and honesty" of the staff of the organ, based on the actual working conditions of the staff. This paper analyzes on the disadvantages of the current appraisal methods, such as too strong subjectivity and few scientific methods, considers the difficulties in the construction of the appraisal system for the staff of the organs, and puts forward the ways of increasing the objective appraisal of the "work achievements" in the original appraisal framework. And with the original subjective evaluation methods, try to establish a more scientific performance appraisal system of government staff. The theoretical tools studied in this paper include S S M analysis method, key performance index method, objective management method and so on. The purpose of this paper is to obtain a performance evaluation system combining subjectivity and objectivity, which provides a new idea for the performance evaluation of government staff, and is helpful to the innovation and development of the performance evaluation of government staff.
【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
【参考文献】
相关期刊论文 前1条
1 解亚红;公务员的考核方法亟待改进[J];晋阳学刊;2001年04期
，本文编号：2373670
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