本文選題：海事局　切入點(diǎn)：執(zhí)法人員　出處：《大連海事大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：本文的研究從平衡計(jì)分卡的基本理論出發(fā),以防城港海事局執(zhí)法人員績(jī)效考核為例,首先分析了防城港海事局執(zhí)法人員績(jī)效考核的現(xiàn)狀、問(wèn)題及造成這些問(wèn)題的原因。然后介紹了國(guó)外和國(guó)內(nèi)其他單位運(yùn)用平衡計(jì)分卡的經(jīng)驗(yàn)借鑒。最后提出了基于平衡計(jì)分卡的防城港海事局執(zhí)法人員績(jī)效考核體系。 防城港海事局執(zhí)法人員的績(jī)效考核是按照國(guó)家公務(wù)員的相關(guān)考核規(guī)定來(lái)執(zhí)行的。其考核過(guò)程中存在著績(jī)效考核方法過(guò)于簡(jiǎn)單、績(jī)效考核指標(biāo)不科學(xué)、績(jī)效考核程序流于形式、考核溝通和反饋機(jī)制缺失、考核結(jié)果使用不夠充分等問(wèn)題。造成防城港海事局執(zhí)法人員績(jī)效考核問(wèn)題的成因是考核內(nèi)容與工作實(shí)際匹配性不強(qiáng)、考核指標(biāo)與考核內(nèi)容的銜接性不夠、執(zhí)法人員績(jī)效考核方法的缺失等。由于平衡計(jì)分卡在績(jī)效考核方面的先進(jìn)性,防城港海事局執(zhí)法人員的績(jī)效考核完善中要引進(jìn)平衡計(jì)分卡。具體而言,要在考核指標(biāo)與目標(biāo)相結(jié)合、全面與重點(diǎn)相結(jié)合、客觀可行與目標(biāo)明確兼?zhèn)洹⒍ㄐ耘c定量相結(jié)合的原則下,對(duì)平衡計(jì)分卡的四個(gè)維度進(jìn)行改良,從執(zhí)法成效、內(nèi)部業(yè)務(wù)流程、學(xué)習(xí)與成長(zhǎng)、財(cái)務(wù)四個(gè)方面來(lái)確定防城港海事局執(zhí)法人員的績(jī)效考核指標(biāo)要。還需要運(yùn)用層次分析法和模糊綜合評(píng)價(jià)等方面確定防城港海事局執(zhí)法人員的績(jī)效考核指標(biāo)的權(quán)重。另外,還需要從組織和制度保障、管理方式保障、組織文化保障等方面進(jìn)行有效保障。
[Abstract]:Based on the basic theory of balanced Scorecard and taking the performance appraisal of law enforcement personnel of Fangchenggang Marine Bureau as an example, this paper first analyzes the present situation of performance appraisal of law enforcement personnel of Fangchenggang Marine Bureau. The problems and the causes of these problems. Then it introduces the experience of other foreign and domestic units using balanced scorecard. Finally, the paper puts forward the performance appraisal system of law enforcement personnel of Fangchenggang Marine Bureau based on balanced Scorecard. The performance appraisal of law enforcement personnel of Fangchenggang Marine Bureau is carried out in accordance with the relevant assessment regulations of national civil servants. There are some problems in the performance appraisal process, such as too simple performance appraisal method, unscientific performance appraisal index, and the performance appraisal procedure is a mere formality. Lack of communication and feedback mechanism, inadequate use of assessment results, etc. The reason for the performance appraisal of law enforcement personnel of Fangchenggang Marine Bureau is that the content of the assessment is not well matched with the actual work. The connection between the assessment index and the assessment content is not enough, the law enforcement personnel's performance appraisal method is missing, etc. Because of the advanced nature of the balanced scorecard in the performance appraisal, The balanced scorecard should be introduced into the performance appraisal of the law enforcement personnel of the Fangchenggang Marine Bureau. Specifically, it is necessary to combine the assessment indexes with the objectives, the comprehensive and the key points, the objective, the feasibility, and the clear objectives. Under the principle of combining qualitative and quantitative analysis, the four dimensions of balanced scorecard are improved, from law enforcement effectiveness, internal business process, learning and growth, Four aspects of finance to determine the Fangchenggang Marine Bureau law enforcement personnel performance evaluation indicators. Also need to use AHP and fuzzy comprehensive evaluation and other aspects to determine the Fangchenggang Marine Bureau law enforcement personnel performance evaluation index weight. In addition, It also needs to ensure the organization and system, management mode, organizational culture, and so on.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：D630.3;F552.6

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