本文關鍵詞：東方市國土環(huán)境資源局員工績效管理研究　出處：《中國地質(zhì)大學（北京）》2014年碩士論文　論文類型：學位論文

  更多相關文章： 公務員 績效管理 對策

【摘要】：員工績效管理在現(xiàn)代人力資源管理中的地位舉足輕重，意義重大。建立符合市場經(jīng)濟和公共管理發(fā)展趨勢的員工績效管理，已成為當前政府和理論界共同探討的重要課題之一。海南省是全國唯一一個將國土資源管理與環(huán)境保護管理合并的省份。東方市國土環(huán)境資源局做為東方市政府的重要行政主管部門，擔負著全市國土、環(huán)境保護、礦產(chǎn)資源等的行政管理職責，責任重大，公眾服務事務繁雜，如何提升員工工作績效、打造便民、高效的服務型政府部門就顯得尤為重要。本文通過對東方市國土環(huán)境資源局員工績效管理現(xiàn)狀的研究，提出改善的對策，力求在員工績效考核上推陳出新，有所建樹，從而達到實現(xiàn)本單位績效目標的目的。 本文首先介紹了開展本次研究的背景、研究的目的、意義、內(nèi)容以及所采用的方法，然后對相關的績效管理理論進行了文獻綜述，介紹了績效管理、績效管理體系等方面的理論知識，對國內(nèi)外的研究進行了梳理，為本研究奠定理論基礎。在此基礎上對海南省東方市國土環(huán)境資源局員工績效管理的現(xiàn)狀進行描述，探尋該局員工績效管理存在的問題并分析產(chǎn)生問題的具體原因，，然后提出完善東方市國土環(huán)境資源局員工績效管理的對策。 本研究在對海南省東方市國土環(huán)境資源局員工績效管理現(xiàn)狀的描述過程中發(fā)現(xiàn)其存在以下問題：一是缺乏系統(tǒng)綜合的績效管理理念。“績效”導向不足。二是員工績效管理活動不完善，績效考核的內(nèi)容和標準模糊，考核方法不合理，考核結果沒有體現(xiàn)實際績效，沒有對考核結果加以利用。三是法律及制度保障方面缺乏，績效管理運行機制不合理。產(chǎn)生這些問題也是有依據(jù)可循，涉及國家和地方相關績效管理法律制度健全性，政府部門所特有的一些弊端及傳統(tǒng)思想文化影響，員工工作效果難以量化以及監(jiān)督機制不健全等五個方面。針對政府部門績效管理所存在的不足，結合相關理論與當前的實踐經(jīng)驗，從加強績效理念學習，構建并完善員工績效管理體系以及健全績效管理制度保障等方面，提出完善改進東方市國土環(huán)境資源局員工績效管理的對策及建議。
[Abstract]:The pivotal status, employee performance management in modern human resource management is of great significance. The establishment of employee performance management in line with the market economy and the trend of the development of public administration, has become an important topic of the theory of government and industry to discuss. Hainan province is the only one of the provinces will land resources management and environmental protection management. Combined with the East City Land Resources Bureau as an important Eastern municipal government administrative departments responsible for the city's land, environmental protection, mineral resources and other administrative duties, the responsibility, the public service business complex, how to enhance the performance of the staff, to create a convenient, efficient service type government is particularly important. Based on the research of the Oriental City Land Resources Bureau staff performance management situation, put forward countermeasures, in order to employee performance appraisal on innovation, has been built Tree, so as to achieve the goal of achieving the performance of the unit.
This paper first introduces the development background of this research, the research purpose, significance, content and methods, and then makes a literature review on the related theories of performance management, the performance management theory, knowledge management system, the research at home and abroad are summarized, which provide the theoretical basis for the on the basis of the research. The current situation of Hainan province Dongfang City Land Resources Bureau staff performance management are described, explore the Bureau staff performance management problems and the specific analysis of the causes of problems, and then put forward the Countermeasures after good Oriental City Land Resources Bureau staff performance management.
The study found that in describing the process of Hainan province Dongfang City Land Resources Bureau staff performance management situation in the following problems: lack of a comprehensive system of performance management. Performance oriented. The two is the employee performance management is not perfect, the content and the standard of performance evaluation fuzzy evaluation method is not reasonable. The assessment results did not reflect the actual performance, do not use the results of the assessment. Three is the legal and institutional aspects of the lack of security, performance management and operation mechanism is not reasonable. These problems are the basis of law, involving national and local relevant performance management legal system is sound, and some of the drawbacks of the traditional ideology and culture influence characteristic of government departments, work it is difficult to quantify the effect of employee and supervision mechanism is not perfect five aspects. According to the problems existing in the performance management of government departments, combined with related theories and From the aspects of strengthening the performance concept learning, building and improving employee performance management system and improving performance management system guarantee, etc., the current practice experience is put forward to improve and improve the countermeasures and suggestions of staff performance management in Dongfang land and Environmental Resources Bureau.

【學位授予單位】：中國地質(zhì)大學（北京）
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：D630.3

【參考文獻】

相關期刊論文 前10條

1 李山民,辛廣軍;績效管理是提高政府效能的根本途徑[J];中國公務員;2002年11期

2 鄧毅,馬穎;薪酬的邊際激勵效用遞減規(guī)律和薪酬制度創(chuàng)新[J];經(jīng)濟經(jīng)緯;2003年03期

3 肖小溪;周建中;;國立科研機構科研人員評價的模式研究[J];科學學與科學技術管理;2009年04期

4 吳建國,李和風;激勵理論在科研院所分配制度改革中的實踐[J];中國科學院院刊;2001年06期

5 桑助來 ,張平平;政府績效評估體系浮出水面[J];w攣胖蕓

本文編號：1411430