本文選題：平衡計(jì)分卡 + 績(jī)效管理��； 參考：《中國(guó)海洋大學(xué)》2013年碩士論文

【摘要】：眾所周知，績(jī)效管理考核是國(guó)家機(jī)關(guān)、事業(yè)單位公職人員管理的核心工作之一，而人員績(jī)效考核管理對(duì)于改革與完善制度、提高公務(wù)員整體素質(zhì)、保證機(jī)關(guān)單位高效協(xié)調(diào)運(yùn)轉(zhuǎn)均具有推動(dòng)作用。在經(jīng)濟(jì)全球化的大趨勢(shì)下，作為國(guó)家涉外行政執(zhí)法機(jī)關(guān)的各地出入境檢驗(yàn)檢疫局，肩負(fù)著更加艱巨的使命和職責(zé)。近幾年來，檢驗(yàn)檢疫系統(tǒng)在績(jī)效管理體系建設(shè)方面已經(jīng)取得了較大成績(jī)，在工作人員考核制度上也進(jìn)行了一定的探索，但大部分還是對(duì)組織績(jī)效方面的研究，人員績(jī)效管理方面尚屬空白，而且從整體上看，考核步驟和方式的科學(xué)性、考核指標(biāo)的客觀性、考核結(jié)果的實(shí)用性等方面都存在不同程度的缺陷，難以適應(yīng)當(dāng)前工作需要�；谝陨鲜聦�(shí)，筆者思慮從實(shí)際出發(fā)提出人員績(jī)效考核管理系統(tǒng)優(yōu)化策略。 本文理論體系的建立是在對(duì)公共管理理論、績(jī)效管理理論和平衡計(jì)分卡基礎(chǔ)理論的研究討論之上提出的，，同時(shí)，通過定性和定量分析、比較優(yōu)化分析的方法，對(duì)原有的績(jī)效管理體系進(jìn)行弊病分析和改良建議。 筆者根據(jù)Q檢驗(yàn)檢疫局的戰(zhàn)略使命和愿景目標(biāo)，重新構(gòu)建了了平衡計(jì)分卡的四維度體系，然后從受眾服務(wù)維度、內(nèi)部流程維度、學(xué)習(xí)成長(zhǎng)維度和財(cái)務(wù)預(yù)算維度四個(gè)方面初步建立了Q檢驗(yàn)檢疫局人員績(jī)效管理系統(tǒng)。并針對(duì)四個(gè)核心業(yè)務(wù)，提出針對(duì)Q檢驗(yàn)檢疫局的人員績(jī)效管理優(yōu)化研究的思路和策略：首先，從績(jī)效考核維度設(shè)計(jì)和關(guān)注點(diǎn)方面對(duì)傳統(tǒng)維度進(jìn)行了改進(jìn)，然后，對(duì)績(jī)效計(jì)劃、績(jī)效輔導(dǎo)、績(jī)效考核、績(jī)效提升四方面提出了優(yōu)化后的指標(biāo)體系，并將原有的年底一次性的考核方式，改進(jìn)為季考、半年考和動(dòng)態(tài)考核相結(jié)合的考核方式。論文根據(jù)機(jī)關(guān)的內(nèi)在特有屬性和各崗位人員的自身情況，在平衡計(jì)分卡理論基礎(chǔ)指導(dǎo)下，建立了一套簡(jiǎn)潔方便、區(qū)分度強(qiáng)、科學(xué)合理的Q檢驗(yàn)檢疫局人員績(jī)效管理考核優(yōu)化體系。
[Abstract]:As we all know, performance management assessment is one of the core work of the public personnel management in state organs and institutions, and personnel performance appraisal management can improve the overall quality of civil servants and reform and perfect the system. To ensure the efficient and coordinated operation of organs and units have a role in promoting. Under the trend of economic globalization, the entry and exit Inspection and Quarantine Bureau, as a foreign administrative law enforcement agency, is shouldering a more arduous mission and responsibilities. In recent years, the inspection and quarantine system has made great achievements in the construction of performance management system, and has also made some exploration on the staff appraisal system. However, most of them are still studying the organizational performance. Personnel performance management is still blank, and overall, the scientific assessment steps and methods, the objectivity of the assessment indicators, the practicability of the assessment results, and other aspects of the defects, it is difficult to meet the needs of the current work. Based on the above facts, the author puts forward the optimization strategy of personnel performance appraisal management system. The establishment of the theoretical system is based on the research and discussion of the public management theory, the performance management theory and the basic theory of the balanced scorecard. At the same time, through qualitative and quantitative analysis, the methods of optimization analysis are compared. The original performance management system analysis and improvement of the shortcomings of the proposal. According to the strategic mission and vision goal of Q inspection and quarantine bureau, the author reconstructs the four dimensional system of balanced scorecard, and then from the audience service dimension, the internal process dimension, The performance management system of Q Inspection and Quarantine Bureau is preliminarily established in four aspects: learning and growth dimension and financial and budgetary dimension. Aiming at the four core businesses, this paper puts forward the ideas and strategies of personnel performance management optimization research for Q inspection and quarantine bureau. Firstly, it improves the traditional dimension from the aspects of performance evaluation dimension design and focus, then, the performance plan. Performance guidance, performance appraisal, performance improvement four aspects of the optimized index system, and the original year-end one-time assessment method, improved to the quarterly examination, semi-annual examination and dynamic assessment method. Under the guidance of the balanced Scorecard theory, the paper establishes a set of simple and convenient, strong differentiation, according to the inherent unique attributes of the organization and the personal situation of the personnel in each post. Scientific and reasonable Q inspection and quarantine bureau personnel performance management evaluation optimization system.
【學(xué)位授予單位】：中國(guó)海洋大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F752.55

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本文編號(hào)：2110026