【摘要】：鐵路公安的績(jī)效管理水平,將直接影響到鐵路公安機(jī)關(guān)整體職能的發(fā)揮,關(guān)系到鐵路運(yùn)營(yíng)的安全穩(wěn)定,其效能的正常發(fā)揮是民眾的正常出行秩序和運(yùn)輸安全的重要保證�，F(xiàn)實(shí)存在的諸多問(wèn)題對(duì)鐵路公安績(jī)效水平的發(fā)揮造成了嚴(yán)重影響,妨害了鐵路公安更好地行使其自身職能,因此研究設(shè)計(jì)與鐵路公安工作實(shí)際相匹配的績(jī)效考核體系,提升鐵路公安工作績(jī)效以適應(yīng)新時(shí)期公安工作與鐵路工作的雙重需要,顯得尤為急迫。本文首先針對(duì)鐵路公安的績(jī)效考核現(xiàn)狀闡明了本研究所具有的理論和現(xiàn)實(shí)意義。通過(guò)對(duì)國(guó)內(nèi)外相關(guān)文獻(xiàn)的回顧,界定了與員工績(jī)效考核相關(guān)的概念,闡述了與公用部門(mén)績(jī)效考核相關(guān)的理論,同時(shí)分析了公用部門(mén)績(jī)效考核的功能和特征,形成了本文的理論支撐。然后對(duì)鐵路公安績(jī)效考核現(xiàn)狀、問(wèn)題以及其原因做出一個(gè)大致的描述,隨后對(duì)濟(jì)南鐵路公安局的員工績(jī)效考核體系進(jìn)行了案例分析,探尋其現(xiàn)有問(wèn)題的癥結(jié)所在。根據(jù)存在的問(wèn)題,基于KPI指標(biāo)對(duì)濟(jì)南鐵路公安局的員工績(jī)效考核指標(biāo)進(jìn)行了再設(shè)計(jì),并在文章最后進(jìn)行了總結(jié)與展望。本文的創(chuàng)新之處在于：一是通過(guò)梳理國(guó)內(nèi)外相關(guān)文獻(xiàn),對(duì)公安系統(tǒng)的績(jī)效考核工作理論與實(shí)踐進(jìn)行分析和總結(jié),利用調(diào)查研究法,通過(guò)對(duì)大量數(shù)據(jù)和事實(shí)的調(diào)查研究,總結(jié)出鐵路公安系統(tǒng)績(jī)效考核工作的問(wèn)題和缺陷,為濟(jì)南鐵路公安局績(jī)效考核工作提供依據(jù)：二是通過(guò)案例分析法,選取典型的基層派出所進(jìn)行調(diào)研,基于KPI方法對(duì)鐵路公安績(jī)效考核體系進(jìn)行優(yōu)化設(shè)計(jì),并提出有效實(shí)施的建議。
[Abstract]:The performance management level of railway public security will directly affect the whole function of railway public security organs and the safety and stability of railway operation. The normal exertion of its efficiency is an important guarantee for the normal travel order and transportation safety of the people. Many problems existing in reality have caused serious influence on the performance level of railway public security, and hindered the railway public security to exercise their own functions better. Therefore, the research and design of the performance appraisal system matching with the actual situation of railway public security work has been carried out. It is urgent to improve the performance of railway public security work to meet the dual needs of public security work and railway work in the new period. Firstly, this paper clarifies the theoretical and practical significance of this study in view of the present situation of railway public security performance appraisal. Based on the review of relevant literature at home and abroad, this paper defines the concepts related to employee performance appraisal, expounds the theory related to public sector performance appraisal, and analyzes the functions and characteristics of public sector performance appraisal. Form the theoretical support of this paper. Then, the paper gives a general description of the present situation, problems and reasons of railway public security performance appraisal, and then analyzes the staff performance appraisal system of Jinan Railway Public Security Bureau, and explores the crux of its existing problems. According to the existing problems, this paper redesigns the performance evaluation index of Jinan Railway Public Security Bureau based on KPI index, and summarizes and prospects it at the end of the article. The innovation of this paper lies in: first, through combing the relevant literature at home and abroad, analyzing and summarizing the theory and practice of the performance appraisal of the public security system, using the method of investigation and research, through the investigation and research on a large number of data and facts. This paper summarizes the problems and defects of the performance appraisal of railway public security system, and provides the basis for the performance appraisal work of Jinan Railway Public Security Bureau. The second is to select the typical grass-roots police station for investigation through case analysis. This paper optimizes the design of railway public security performance appraisal system based on KPI method, and puts forward some suggestions for effective implementation.
【學(xué)位授予單位】：廣西師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D631.1

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 施玉潔;丁克恕;;試論現(xiàn)代企業(yè)員工激勵(lì)方法與運(yùn)用[J];中國(guó)商界(下半月);2008年12期

2 楊欣;;淺談企業(yè)績(jī)效考核方法與原則[J];陜西煤炭;2008年06期

3 賈瀟瀟;郭定;高成金;;論績(jī)效考核和激勵(lì)機(jī)制的有效調(diào)和[J];商場(chǎng)現(xiàn)代化;2008年29期

4 袁云惠;;績(jī)效考核在人力資源管理中的作用——淺析績(jī)效考核與事業(yè)單位人事改革[J];人才資源開(kāi)發(fā);2008年10期

5 應(yīng)壽康;王林;;績(jī)效管理與考核應(yīng)從轉(zhuǎn)變觀念開(kāi)始[J];四川有色金屬;2008年03期

6 汪雪紅;;職能部門(mén)績(jī)效考核存在的問(wèn)題與解決策略[J];北京勞動(dòng)保障職業(yè)學(xué)院學(xué)報(bào);2008年03期

7 曹宇霞;;淺談事業(yè)單位的績(jī)效考核存在的問(wèn)題及應(yīng)對(duì)策略[J];法制與經(jīng)濟(jì)(下旬刊);2008年08期

8 范德成;仉巍;;我國(guó)公共管理部門(mén)人力資源績(jī)效考核評(píng)價(jià)指標(biāo)體系的構(gòu)建[J];現(xiàn)代管理科學(xué);2008年07期

9 楊榮紅;吳偉;;基于B/S模式下政府機(jī)關(guān)個(gè)人績(jī)效考核系統(tǒng)的設(shè)計(jì)與實(shí)現(xiàn)[J];科技信息(科學(xué)教研);2008年19期

10 張汝梅;;績(jī)效考評(píng)中存在的問(wèn)題及措施[J];現(xiàn)代企業(yè);2007年05期

，

本文編號(hào)：2334913