本文選題：國稅局 + 部門負(fù)責(zé)人��； 參考：《哈爾濱工程大學(xué)》2013年碩士論文

【摘要】：隨著公共服務(wù)意識的不斷加強(qiáng)，現(xiàn)在的政府部門越來越希望用實際行動促進(jìn)行政效率的提升和管理能力的提高，能否達(dá)成所愿則與政府部門中的工作人員密切相關(guān)。這實質(zhì)上是對從事公共管理事務(wù)的相關(guān)人員提出了更高的標(biāo)準(zhǔn)。這些新標(biāo)準(zhǔn)就成為了政府部門實現(xiàn)期冀目標(biāo)的關(guān)鍵。現(xiàn)有的檢驗方式多為依據(jù)《中華人民共和國公務(wù)員法》進(jìn)行的年度績效考核，然而這種考核模式的內(nèi)容線條過粗、不具備針對性，，難以在實踐中達(dá)到考核的預(yù)期效果，甚至在某種程度上失去了它的實用價值。由此可見，政府部門組成人員的績效考核方式亟待改進(jìn)。 本文選取H省國稅局部門負(fù)責(zé)人作為政府成員績效考核的研究對象，是要從小處入手，通過這個有代表性的群體，尋求改進(jìn)公務(wù)員績效考核的新路徑，進(jìn)而實現(xiàn)政府績效的全面提升。文中對H省國稅局部門負(fù)責(zé)人績效考核存在的問題及成因進(jìn)行深入剖析，在充分考慮相關(guān)影響因素后篩選出合適的績效考核指標(biāo)，以模糊綜合評判法為基礎(chǔ)構(gòu)建考核模型，將考核指標(biāo)進(jìn)行量化，運(yùn)用數(shù)學(xué)方法得出數(shù)值型的考核結(jié)果，之后采用具體數(shù)據(jù)說明模型的應(yīng)用方法，并用結(jié)果比較的方式展現(xiàn)新型考核的優(yōu)勢，為其在實際執(zhí)行過程中的操作提供指導(dǎo)和依據(jù)，最后為確保H省國稅局部門負(fù)責(zé)人績效考核的順利實施提出對策建議。
[Abstract]:With the continuous strengthening of public service consciousness, the government departments now more and more hope to use practical actions to promote the improvement of administrative efficiency and management ability. Whether or not they can achieve their wishes is closely related to the staff in the government departments. This is essentially a higher standard for those involved in public administration. These new standards have become the key to achieving the desired goals of government departments. Most of the existing inspection methods are the annual performance appraisal according to the Civil servant Law of the people's Republic of China. However, the content of this appraisal model is too thick and has no pertinence, so it is difficult to achieve the expected effect in practice. Even lost its practical value to some extent. Thus, the performance evaluation of government sector personnel needs to be improved. In this paper, the head of the Department of Internal Revenue of H Province is chosen as the research object of the performance appraisal of government members. It is necessary to start from a small place, through this representative group, to seek a new way to improve the performance appraisal of civil servants. And then achieve the overall improvement of government performance. In this paper, the problems and causes of the performance appraisal of the head of the department in charge of the Department of Internal Revenue of H province are deeply analyzed. After fully considering the relevant factors, the appropriate performance appraisal index is selected, and the evaluation model is constructed on the basis of the fuzzy comprehensive evaluation method. The evaluation index is quantified and the numerical evaluation result is obtained by mathematical method. Then the application method of the model is explained by the concrete data, and the advantages of the new type assessment are demonstrated by the method of comparing the results. It provides guidance and basis for the operation in the actual implementation process and finally puts forward some countermeasures and suggestions to ensure the smooth implementation of the performance appraisal of the head of the Department of Internal Revenue of H Province.
【學(xué)位授予單位】：哈爾濱工程大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F812.42;D630.3

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