發(fā)布時間：2018-04-22 09:10

  本文選題：平衡計分卡 + 基層警務(wù)人員��； 參考：《國防科學(xué)技術(shù)大學(xué)》2008年碩士論文

【摘要】： 近幾年來,如何推進警察管理的科學(xué)化、合理化,日益成為關(guān)注的熱點問題。作為其核心內(nèi)容的基層警務(wù)人員績效評估機制研究,更是問題的重中之重。通過對我國基層警務(wù)人員績效的評估現(xiàn)狀分析發(fā)現(xiàn),當前我國基層警務(wù)人員績效評估激勵機制研究尚處于初級階段,缺乏科學(xué)性、系統(tǒng)性,尤其缺乏與組織戰(zhàn)略目標的聯(lián)系。因此,本文在梳理國內(nèi)外警察績效評估理論研究的基礎(chǔ)上,引入平衡計分卡這一戰(zhàn)略導(dǎo)向型人員績效評估工具對建立我國基層警務(wù)人員績效評估體系作出探索性研究。文章在深入分析平衡計分卡的理論和評估模型的基礎(chǔ)上結(jié)合我國基層警務(wù)人員的特點和實際情況,構(gòu)建了平衡計分卡績效評估系統(tǒng),并具體分析了平衡計分卡的四個方面的具體要素和應(yīng)用步驟,以及應(yīng)用平衡計分卡的意義和應(yīng)具備的條件,為制定人員績效評估提供了可操作性的管理工具。 在指標系統(tǒng)構(gòu)建中,本文結(jié)合了人力資源管理理論,力圖在指標設(shè)計上更多的體現(xiàn)以人為本的理念,最大限度的調(diào)動廣大基層警務(wù)人員的工作積極性、挖掘其潛能,從而整合現(xiàn)有警力資源,提高公安隊伍整體戰(zhàn)斗力,保障公安工作可持續(xù)發(fā)展。同時為了使設(shè)計的指標系統(tǒng)更具有實踐價值,本文采取問卷調(diào)查、個人訪談等方法對平江縣公安局進行實地調(diào)查,將設(shè)計好的人員績效評估模型應(yīng)用于平江縣公安局的績效評估中,通過評估結(jié)果分析對平衡計分卡在我國的應(yīng)用提出了政策建議。 在此研究基礎(chǔ)上,本文提出:要想從根本上實現(xiàn)我國基層警務(wù)人員績效評估創(chuàng)新,就必須牢固樹立圍繞發(fā)展戰(zhàn)略設(shè)計人員績效評估系統(tǒng)的思路,從戰(zhàn)略的高度設(shè)計和把握人員績效評估系統(tǒng);同時在評估指標的設(shè)計上要體現(xiàn)出一定的激勵性和可量化性,充分考慮到評估對象的人力資源特點。
[Abstract]:In recent years, how to promote the scientization and rationalization of police management has become a hot issue. As its core content, the research on the performance evaluation mechanism of grass-roots police personnel is the most important problem. Through the analysis of the current situation of the performance evaluation of our country's grass-roots police personnel, it is found that the research of the performance evaluation incentive mechanism of the grass-roots police personnel in our country is still in the primary stage, lacking of scientific, systematic, and especially lack of connection with the strategic objectives of the organization. Therefore, on the basis of combing the theoretical research of police performance evaluation at home and abroad, this paper introduces the balanced Scorecard, a strategic oriented personnel performance evaluation tool, to establish the performance evaluation system of police personnel at the grass-roots level in China. On the basis of deeply analyzing the theory and evaluation model of balanced scorecard, this paper constructs a performance evaluation system of balanced scorecard based on the characteristics and actual situation of police personnel at the grass-roots level in our country. It also analyzes the specific elements and application steps of the four aspects of the balanced scorecard, and the significance and conditions of applying the balanced scorecard, which provides an operational management tool for the formulation of personnel performance evaluation. In the construction of the index system, this paper combines the theory of human resource management, tries hard to embody the people-oriented concept in the index design, to mobilize the working enthusiasm of the vast number of grass-roots police personnel, and to tap its potential to the maximum extent. In order to integrate the existing police resources, improve the overall fighting capacity of the public security team, ensure the sustainable development of public security work. At the same time, in order to make the index system of the design more practical value, this paper adopts questionnaire survey, personal interview and other methods to conduct field investigation on Pingjiang Public Security Bureau. This paper applies the designed personnel performance evaluation model to the performance evaluation of Pingjiang Public Security Bureau, and puts forward some policy suggestions on the application of balanced Scorecard in China through the analysis of the evaluation results. On the basis of this research, this paper points out that in order to fundamentally realize the innovation of performance evaluation of police personnel at the grass-roots level in China, we must firmly establish the idea of performance evaluation system around the development strategy designer. Design and grasp the personnel performance evaluation system from the height of strategy, at the same time, the design of the evaluation index should reflect certain incentive and quantification, and fully take into account the human resource characteristics of the evaluation object.
【學(xué)位授予單位】：國防科學(xué)技術(shù)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2008
【分類號】：D631.1

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本文編號：1786540