本文選題：績(jī)效考核 + 地稅局��； 參考：《河北科技大學(xué)》2017年碩士論文

【摘要】：公務(wù)員隊(duì)伍的有效管理對(duì)當(dāng)前社會(huì)發(fā)展的重要性不言而喻。這其中,公務(wù)員考核是重中之重。然而,受某些因素的影響,我國(guó)現(xiàn)存絕大多數(shù)的公務(wù)員考核方法及制度還不夠完善。隨著經(jīng)濟(jì)社會(huì)的飛速發(fā)展,許多組織或機(jī)構(gòu)的管理手段和方法已經(jīng)離不開(kāi)績(jī)效考核的支撐。任何組織或機(jī)構(gòu)如果還運(yùn)用較為傳統(tǒng)的考核制度和方法對(duì)職工個(gè)人實(shí)行管理,是無(wú)法緊跟時(shí)代腳步的。我國(guó)各級(jí)、各類公務(wù)員隊(duì)伍管理也需績(jī)效考核的支撐。但從我國(guó)當(dāng)前的公務(wù)員隊(duì)伍管理的現(xiàn)狀來(lái)看,還存在不少問(wèn)題,突出表現(xiàn)在:績(jī)效考核理念還不夠成熟、缺乏相關(guān)配套體系政策保障及約束等問(wèn)題,同時(shí)公務(wù)員考核的體系化發(fā)展也十分滯后。論文采用平衡計(jì)分卡理論和方法,針對(duì)P縣地稅局干部隊(duì)伍績(jī)效考核問(wèn)題展開(kāi)了分析研究,論文首先對(duì)P縣地稅局現(xiàn)行的績(jī)效考核制度和辦法實(shí)施了問(wèn)卷調(diào)查,通過(guò)對(duì)調(diào)查結(jié)果的分析總結(jié)找出了其現(xiàn)存的考核指標(biāo)設(shè)置不合理、考核方法不科學(xué)等八方面的突出問(wèn)題,并深入分析了造成上述八個(gè)突出問(wèn)題的四方面原因。論文進(jìn)一步運(yùn)用平衡計(jì)分卡理論和方法提出了統(tǒng)一思想認(rèn)識(shí)、健全考核內(nèi)容等幾方面的完善對(duì)策,并設(shè)計(jì)出了可適用于P縣地稅局的可實(shí)際操作的平衡計(jì)分卡體系。論文針對(duì)P縣地稅局提出的完善現(xiàn)有公務(wù)員隊(duì)伍考核的對(duì)策及設(shè)計(jì)出的平衡計(jì)分卡,有利于P縣地稅局加強(qiáng)公務(wù)員隊(duì)伍的管理,從而幫助其加快高素質(zhì)公務(wù)員隊(duì)伍建設(shè)的步伐并不斷提高其行政效能。
[Abstract]:The importance of the effective management of the civil service to the current social development is self-evident. Among them, the civil servant appraisal is the most important. However, under the influence of some factors, most of the existing assessment methods and systems of civil servants in China are not perfect. With the rapid development of economy and society, the management means and methods of many organizations or institutions can not be separated from the support of performance appraisal. Any organization or organization can not keep pace with the times if it still uses the more traditional appraisal system and method to manage the staff and workers. Our country all levels, each kind of civil servant troop management also needs the performance appraisal the support. However, from the current situation of civil service management in China, there are still many problems, such as: the concept of performance appraisal is not mature enough, the lack of relevant supporting system, policy guarantee and constraints, etc. At the same time, the system of civil service assessment development is also lagging behind. In this paper, the balanced scorecard theory and method are used to analyze and study the performance appraisal of cadres in P County Local Taxation Bureau. Firstly, a questionnaire survey is carried out on the current performance appraisal system and methods of P County Local tax Bureau. Through the analysis and summary of the investigation results, this paper finds out the outstanding problems in eight aspects, such as the unreasonable setting of the existing assessment indexes and the unscientific assessment methods, and analyzes in depth the causes of the eight outstanding problems mentioned above. In this paper, by using the theory and method of balanced scorecard, the author puts forward some perfect countermeasures, such as unified thinking, perfect examination content and so on, and designs a practical balanced scorecard system which can be applied to P County Local Taxation Bureau. Aiming at the countermeasures proposed by P County Local Taxation Bureau to perfect the assessment of the existing civil servants and the design of the balanced scorecard, it is advantageous for the P County Local Taxation Bureau to strengthen the management of the civil servants. In order to help them speed up the construction of high-quality civil servants and constantly improve its administrative efficiency.
【學(xué)位授予單位】：河北科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F812.42

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