基于平衡计分卡基层警务人员绩效评估研究

发布时间：2018-04-22 09:10

本文选题：平衡计分卡 + 基层警务人员　；参考：《国防科学技术大学》2008年硕士论文

【摘要】： 近几年来,如何推进警察管理的科学化、合理化,日益成为关注的热点问题。作为其核心内容的基层警务人员绩效评估机制研究,更是问题的重中之重。通过对我国基层警务人员绩效的评估现状分析发现,当前我国基层警务人员绩效评估激励机制研究尚处于初级阶段,缺乏科学性、系统性,尤其缺乏与组织战略目标的联系。因此,本文在梳理国内外警察绩效评估理论研究的基础上,引入平衡计分卡这一战略导向型人员绩效评估工具对建立我国基层警务人员绩效评估体系作出探索性研究。文章在深入分析平衡计分卡的理论和评估模型的基础上结合我国基层警务人员的特点和实际情况,构建了平衡计分卡绩效评估系统,并具体分析了平衡计分卡的四个方面的具体要素和应用步骤,以及应用平衡计分卡的意义和应具备的条件,为制定人员绩效评估提供了可操作性的管理工具。在指标系统构建中,本文结合了人力资源管理理论,力图在指标设计上更多的体现以人为本的理念,最大限度的调动广大基层警务人员的工作积极性、挖掘其潜能,从而整合现有警力资源,提高公安队伍整体战斗力,保障公安工作可持续发展。同时为了使设计的指标系统更具有实践价值,本文采取问卷调查、个人访谈等方法对平江县公安局进行实地调查,将设计好的人员绩效评估模型应用于平江县公安局的绩效评估中,通过评估结果分析对平衡计分卡在我国的应用提出了政策建议。在此研究基础上,本文提出:要想从根本上实现我国基层警务人员绩效评估创新,就必须牢固树立围绕发展战略设计人员绩效评估系统的思路,从战略的高度设计和把握人员绩效评估系统;同时在评估指标的设计上要体现出一定的激励性和可量化性,充分考虑到评估对象的人力资源特点。
[Abstract]:In recent years, how to promote the scientization and rationalization of police management has become a hot issue. As its core content, the research on the performance evaluation mechanism of grass-roots police personnel is the most important problem. Through the analysis of the current situation of the performance evaluation of our country's grass-roots police personnel, it is found that the research of the performance evaluation incentive mechanism of the grass-roots police personnel in our country is still in the primary stage, lacking of scientific, systematic, and especially lack of connection with the strategic objectives of the organization. Therefore, on the basis of combing the theoretical research of police performance evaluation at home and abroad, this paper introduces the balanced Scorecard, a strategic oriented personnel performance evaluation tool, to establish the performance evaluation system of police personnel at the grass-roots level in China. On the basis of deeply analyzing the theory and evaluation model of balanced scorecard, this paper constructs a performance evaluation system of balanced scorecard based on the characteristics and actual situation of police personnel at the grass-roots level in our country. It also analyzes the specific elements and application steps of the four aspects of the balanced scorecard, and the significance and conditions of applying the balanced scorecard, which provides an operational management tool for the formulation of personnel performance evaluation. In the construction of the index system, this paper combines the theory of human resource management, tries hard to embody the people-oriented concept in the index design, to mobilize the working enthusiasm of the vast number of grass-roots police personnel, and to tap its potential to the maximum extent. In order to integrate the existing police resources, improve the overall fighting capacity of the public security team, ensure the sustainable development of public security work. At the same time, in order to make the index system of the design more practical value, this paper adopts questionnaire survey, personal interview and other methods to conduct field investigation on Pingjiang Public Security Bureau. This paper applies the designed personnel performance evaluation model to the performance evaluation of Pingjiang Public Security Bureau, and puts forward some policy suggestions on the application of balanced Scorecard in China through the analysis of the evaluation results. On the basis of this research, this paper points out that in order to fundamentally realize the innovation of performance evaluation of police personnel at the grass-roots level in China, we must firmly establish the idea of performance evaluation system around the development strategy designer. Design and grasp the personnel performance evaluation system from the height of strategy, at the same time, the design of the evaluation index should reflect certain incentive and quantification, and fully take into account the human resource characteristics of the evaluation object.
【学位授予单位】：国防科学技术大学
【学位级别】：硕士
【学位授予年份】：2008
【分类号】：D631.1

【参考文献】