【摘要】：現(xiàn)行的“德、能、勤、績、廉”五大維度績效考核體系是現(xiàn)行法律和組織人事部門既定的框架,任何政府機關(guān)和個人都無法突破。隨著F S市對政府部門的績效考核力度進(jìn)一步加大,F S市外事僑務(wù)局領(lǐng)導(dǎo)班子要求進(jìn)一步加強工作人員績效管理,有效提升部門內(nèi)部的工作效率,研究構(gòu)建更加科學(xué)合理的F S市外事僑務(wù)局工作人員績效考核體系迫在眉睫。本文以F S市外事僑務(wù)局為例,對機關(guān)工作人員“德、能、勤、績、廉”五大維度的績效考評方式進(jìn)行研究,基于機關(guān)工作人員的實際工作情況,分析現(xiàn)行考評方法中存在的主觀性過強、科學(xué)方法不多等弊端,思考機關(guān)工作人員考評體系建設(shè)的難點,提出在原有考評框架不變,通過增加客觀考評“工作實績”的方式,并與原有的主觀考評方式相結(jié)合,嘗試建立更加科學(xué)的機關(guān)工作人員績效考核體系。文中研究的理論工具包括S S M分析法、關(guān)鍵績效指標(biāo)法、目標(biāo)管理法等。論文目的是要得出主客觀相結(jié)合的績效評估體系,為政府工作人員績效考核評估提供了新思路,有助于政府工作人員績效考核評估的創(chuàng)新發(fā)展。
[Abstract]:The current performance appraisal system of "morality, ability, diligence, achievement and honesty" is the established framework of the current legal and organizational personnel department, and no government organ or individual can break through it. With the performance appraisal of government departments in F S City, the leading group of the, F S Municipal Foreign Affairs overseas Chinese Affairs Bureau has called for further strengthening of staff performance management to effectively enhance the work efficiency within the department. It is urgent to study and construct a more scientific and reasonable performance appraisal system for the staff of Foreign Affairs overseas Chinese Bureau of F S City. This paper takes the Foreign Affairs and overseas Chinese Affairs Bureau of F S City as an example to study the performance evaluation methods of the five dimensions of "morality, ability, diligence, achievement and honesty" of the staff of the organ, based on the actual working conditions of the staff. This paper analyzes on the disadvantages of the current appraisal methods, such as too strong subjectivity and few scientific methods, considers the difficulties in the construction of the appraisal system for the staff of the organs, and puts forward the ways of increasing the objective appraisal of the "work achievements" in the original appraisal framework. And with the original subjective evaluation methods, try to establish a more scientific performance appraisal system of government staff. The theoretical tools studied in this paper include S S M analysis method, key performance index method, objective management method and so on. The purpose of this paper is to obtain a performance evaluation system combining subjectivity and objectivity, which provides a new idea for the performance evaluation of government staff, and is helpful to the innovation and development of the performance evaluation of government staff.
【學(xué)位授予單位】：廣東外語外貿(mào)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D630.3

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相關(guān)期刊論文 前1條

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本文編號：2373670