本文關(guān)鍵詞： 公安機(jī)關(guān) 績效管理 指標(biāo)體系 績效考核 功效系數(shù)　出處：《天津大學(xué)》2009年碩士論文　論文類型：學(xué)位論文

【摘要】： 公安機(jī)關(guān)作為國家的行政執(zhí)法管理機(jī)關(guān),擔(dān)負(fù)著打擊敵人、保護(hù)人民、懲治犯罪、維護(hù)穩(wěn)定的重大使命。公安機(jī)關(guān)績效評價是對一個地方公安警務(wù)工作和隊伍建設(shè)效益的評價過程,是公安隊伍管理長效機(jī)制的重要內(nèi)容,是實現(xiàn)公安隊伍管理的正規(guī)化、標(biāo)準(zhǔn)化和制度化的有效途徑。但是,由于公安機(jī)關(guān)的業(yè)務(wù)活動復(fù)雜、其服務(wù)又具有無形性和效用潛在性,導(dǎo)致現(xiàn)有的考核體系既過于繁瑣且多以定性評價為主,因而其可操作性并不強(qiáng)。 為了更有效地促進(jìn)公安機(jī)關(guān)整體服務(wù)水平和個人業(yè)務(wù)能力的提高,本文運(yùn)用績效管理理論、定量與定性相結(jié)合的技術(shù)、比較分析方法、實證研究等方法建立了一套公安機(jī)關(guān)兩級績效考核方案。論文首先分析了研究的背景和意義、國內(nèi)外相關(guān)領(lǐng)域研究現(xiàn)狀和趨勢以及公安績效考核相關(guān)理論;進(jìn)而分析了深圳市公安機(jī)關(guān)績效考核所面臨的主要問題,包括目標(biāo)設(shè)定不科學(xué)、績效指標(biāo)缺乏科學(xué)性、考核過程和結(jié)果處理不當(dāng)?shù)�。論文隨后重點研究了深圳市公安機(jī)關(guān)績效考核體系的構(gòu)建過程,確定了個人素質(zhì)、知識結(jié)構(gòu)、業(yè)務(wù)績效和紀(jì)律作風(fēng)四個績效考核維度;通過進(jìn)一步分解考核維度,確定了溝通與交流能力、政策理論水平、工作數(shù)量和政治思想等18項考核指標(biāo);并設(shè)計了以功效系數(shù)法為基礎(chǔ)的數(shù)據(jù)處理方法,以層次分析法確定權(quán)重以計算綜合考核指標(biāo)的核算方法。論文的第四章以深圳市公安機(jī)關(guān)績效考核為背景構(gòu)建了深圳市某區(qū)公安局兩級績效考核方案,對單位和個人的績效考核內(nèi)容和過程作了明確規(guī)定。最后,通過實證研究證明了所設(shè)計的公安機(jī)關(guān)績效考核方案具有良好的可操作性和社會應(yīng)用價值。
[Abstract]:The public security organ, as the administrative law enforcement organ of the country, is charged with attacking the enemy, protecting the people and punishing the crime. The performance evaluation of public security organs is the evaluation process of the benefit of a local police work and team construction, and is an important content of the long-term effective mechanism of the public security team management. It is an effective way to realize the formalization, standardization and institutionalization of the management of the public security contingent. However, because of the complexity of the business activities of the public security organs, its service is invisible and has potential utility. As a result, the existing assessment system is too cumbersome and mainly qualitative evaluation, so its operability is not strong. In order to promote the improvement of the whole service level and the personal professional ability of the public security organ more effectively, this article uses the performance management theory, the quantitative and the qualitative combination technology, the comparative analysis method. Firstly, the paper analyzes the background and significance of the research, the current situation and trend of the research at home and abroad, and the relevant theories of public security performance appraisal. Then it analyzes the main problems faced by public security organs in Shenzhen, including the unscientific setting of goals and the lack of scientific performance indicators. The paper then focuses on the construction process of the performance appraisal system of public security organs in Shenzhen, and determines the personal quality and knowledge structure. Business performance and discipline style four performance evaluation dimensions; Through further decomposition of the assessment dimension, the paper determines 18 assessment indicators, such as communication and communication ability, policy and theory level, work quantity and political thought. The data processing method based on the efficiency coefficient method is designed. Based on the analytic hierarchy process to determine the weight to calculate the comprehensive assessment index accounting method. Chapter 4th of the paper based on the performance appraisal of Shenzhen public security organs as the background to build a district public security bureau in Shenzhen two-level performance appraisal scheme. The content and process of performance appraisal of units and individuals are clearly defined. Finally, the designed performance appraisal scheme of public security organs is proved to have good maneuverability and social application value through empirical research.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：D631.1

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