公安后勤保障部门绩效考评体系研究与设计

发布时间：2019-01-24 16:50

【摘要】： 人力资源绩效考评是人力资源管理的核心部分,如何设计和建立一套科学、合理、完善的绩效考评体系,对公安后勤保障体系来讲是一个十分重要的课题。论文首先从我国公安后勤保障体系人力资源管理的实际情况出发,运用管理学、行政学、经济学等有关知识和人力资源绩效考评的基本理论,对公安后勤保障体系原有绩效考评现状进行了深入的分析,揭示了公安后勤保障体系在绩效考评上存在的主要问题。其次,论文根据绩效考评的理论,比较了各类考评方法和操作程序的优缺点。第一,针对定位的模糊与偏差问题,构建了考评计划系统;第二,在考评实施系统设计中,进行了周期设计、方法设计、指标设计和考评成绩计算。在指标设计中引入德尔菲法确定考核维度,层次分析法计算方案指标的权重以及模糊法进行指标赋值;第三,增加了考评反馈系统,包括申诉和反馈面谈两个环节;第四,考评结果应用系统设计着重奖惩、培训、晋升和岗位调整机制的研究与实施。这四部分组成的人力资源绩效考评体系,使公安后勤保障部门整个绩效考评形成了一个完整的理论体系和工作体系。最后,论文试图通过对某市公安局后勤保障部人力资源绩效考评现状的分析研究,建立一套适合公安后勤保障系统人员绩效评估的指标体系与方法体系,并期望在实际的运行中,能够对人员绩效评估体系持续改进,为公安后勤保障系统工作的未来发展提供人力资源开发与管理的支持和保障。
[Abstract]:Human resource performance evaluation is the core part of human resource management. How to design and establish a scientific, reasonable and perfect performance appraisal system is a very important subject for the public security logistics support system. Based on the actual situation of human resource management in our country's public security logistics support system, this paper applies the basic theories of management, administration, economics and other related knowledge and human resource performance evaluation. This paper makes a deep analysis of the current situation of the performance appraisal of the public security logistics support system, and reveals the main problems in the performance appraisal of the public security logistics support system. Secondly, according to the theory of performance appraisal, the paper compares the merits and demerits of various evaluation methods and procedures. First, aiming at the ambiguity and deviation of positioning, the evaluation planning system is constructed. Secondly, the periodic design, method design, index design and evaluation score calculation are carried out in the evaluation implementation system design. In the index design, Delphi method is introduced to determine the evaluation dimension, AHP is used to calculate the weight of the program index and fuzzy method is used to assign the index. Thirdly, the feedback system of evaluation is added, which includes two links: complaint and feedback interview. Fourth, the evaluation results application system design focuses on rewards and punishments, training, promotion and post adjustment mechanism research and implementation. The performance evaluation system of human resources formed by these four parts makes the whole performance evaluation of public security logistics department form a complete theoretical system and work system. Finally, the paper tries to establish a set of index system and method system suitable for personnel performance evaluation of public security logistics support system through the analysis and research on the present situation of human resource performance evaluation of logistics support department of a city public security bureau. It is hoped that in the actual operation, the personnel performance evaluation system can be continuously improved, and the human resources development and management can be provided for the future development of the public security logistics support system.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2008
【分类号】：D631.13

【参考文献】