FS市外事僑務(wù)局工作人員績(jī)效考核體系研究與構(gòu)建
發(fā)布時(shí)間：2018-12-12 01:56
【摘要】：現(xiàn)行的“德、能、勤、績(jī)、廉”五大維度績(jī)效考核體系是現(xiàn)行法律和組織人事部門(mén)既定的框架,任何政府機(jī)關(guān)和個(gè)人都無(wú)法突破。隨著F S市對(duì)政府部門(mén)的績(jī)效考核力度進(jìn)一步加大,F S市外事僑務(wù)局領(lǐng)導(dǎo)班子要求進(jìn)一步加強(qiáng)工作人員績(jī)效管理,有效提升部門(mén)內(nèi)部的工作效率,研究構(gòu)建更加科學(xué)合理的F S市外事僑務(wù)局工作人員績(jī)效考核體系迫在眉睫。本文以F S市外事僑務(wù)局為例,對(duì)機(jī)關(guān)工作人員“德、能、勤、績(jī)、廉”五大維度的績(jī)效考評(píng)方式進(jìn)行研究,基于機(jī)關(guān)工作人員的實(shí)際工作情況,分析現(xiàn)行考評(píng)方法中存在的主觀性過(guò)強(qiáng)、科學(xué)方法不多等弊端,思考機(jī)關(guān)工作人員考評(píng)體系建設(shè)的難點(diǎn),提出在原有考評(píng)框架不變,通過(guò)增加客觀考評(píng)“工作實(shí)績(jī)”的方式,并與原有的主觀考評(píng)方式相結(jié)合,嘗試建立更加科學(xué)的機(jī)關(guān)工作人員績(jī)效考核體系。文中研究的理論工具包括S S M分析法、關(guān)鍵績(jī)效指標(biāo)法、目標(biāo)管理法等。論文目的是要得出主客觀相結(jié)合的績(jī)效評(píng)估體系,為政府工作人員績(jī)效考核評(píng)估提供了新思路,有助于政府工作人員績(jī)效考核評(píng)估的創(chuàng)新發(fā)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.
【學(xué)位授予單位】：廣東外語(yǔ)外貿(mào)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630.3
本文編號(hào)：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.
【學(xué)位授予單位】：廣東外語(yǔ)外貿(mào)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630.3
【參考文獻(xiàn)】
相關(guān)期刊論文 前1條
1 解亞紅;公務(wù)員的考核方法亟待改進(jìn)[J];晉陽(yáng)學(xué)刊;2001年04期
，本文編號(hào)：2373670
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