【摘要】： 人力資源績(jī)效考評(píng)是人力資源管理的核心部分,如何設(shè)計(jì)和建立一套科學(xué)、合理、完善的績(jī)效考評(píng)體系,對(duì)公安后勤保障體系來(lái)講是一個(gè)十分重要的課題。論文首先從我國(guó)公安后勤保障體系人力資源管理的實(shí)際情況出發(fā),運(yùn)用管理學(xué)、行政學(xué)、經(jīng)濟(jì)學(xué)等有關(guān)知識(shí)和人力資源績(jī)效考評(píng)的基本理論,對(duì)公安后勤保障體系原有績(jī)效考評(píng)現(xiàn)狀進(jìn)行了深入的分析,揭示了公安后勤保障體系在績(jī)效考評(píng)上存在的主要問(wèn)題。 其次,論文根據(jù)績(jī)效考評(píng)的理論,比較了各類(lèi)考評(píng)方法和操作程序的優(yōu)缺點(diǎn)。第一,針對(duì)定位的模糊與偏差問(wèn)題,構(gòu)建了考評(píng)計(jì)劃系統(tǒng);第二,在考評(píng)實(shí)施系統(tǒng)設(shè)計(jì)中,進(jìn)行了周期設(shè)計(jì)、方法設(shè)計(jì)、指標(biāo)設(shè)計(jì)和考評(píng)成績(jī)計(jì)算。在指標(biāo)設(shè)計(jì)中引入德?tīng)柗品ù_定考核維度,層次分析法計(jì)算方案指標(biāo)的權(quán)重以及模糊法進(jìn)行指標(biāo)賦值;第三,增加了考評(píng)反饋系統(tǒng),包括申訴和反饋面談兩個(gè)環(huán)節(jié);第四,考評(píng)結(jié)果應(yīng)用系統(tǒng)設(shè)計(jì)著重獎(jiǎng)懲、培訓(xùn)、晉升和崗位調(diào)整機(jī)制的研究與實(shí)施。這四部分組成的人力資源績(jī)效考評(píng)體系,使公安后勤保障部門(mén)整個(gè)績(jī)效考評(píng)形成了一個(gè)完整的理論體系和工作體系。 最后,論文試圖通過(guò)對(duì)某市公安局后勤保障部人力資源績(jī)效考評(píng)現(xiàn)狀的分析研究,建立一套適合公安后勤保障系統(tǒng)人員績(jī)效評(píng)估的指標(biāo)體系與方法體系,并期望在實(shí)際的運(yùn)行中,能夠?qū)θ藛T績(jī)效評(píng)估體系持續(xù)改進(jìn),為公安后勤保障系統(tǒng)工作的未來(lái)發(fā)展提供人力資源開(kāi)發(fā)與管理的支持和保障。
[Abstract]:Human resource performance evaluation is the core part of human resource management. How to design and establish a scientific, reasonable and perfect performance appraisal system is a very important subject for the public security logistics support system. Based on the actual situation of human resource management in our country's public security logistics support system, this paper applies the basic theories of management, administration, economics and other related knowledge and human resource performance evaluation. This paper makes a deep analysis of the current situation of the performance appraisal of the public security logistics support system, and reveals the main problems in the performance appraisal of the public security logistics support system. Secondly, according to the theory of performance appraisal, the paper compares the merits and demerits of various evaluation methods and procedures. First, aiming at the ambiguity and deviation of positioning, the evaluation planning system is constructed. Secondly, the periodic design, method design, index design and evaluation score calculation are carried out in the evaluation implementation system design. In the index design, Delphi method is introduced to determine the evaluation dimension, AHP is used to calculate the weight of the program index and fuzzy method is used to assign the index. Thirdly, the feedback system of evaluation is added, which includes two links: complaint and feedback interview. Fourth, the evaluation results application system design focuses on rewards and punishments, training, promotion and post adjustment mechanism research and implementation. The performance evaluation system of human resources formed by these four parts makes the whole performance evaluation of public security logistics department form a complete theoretical system and work system. Finally, the paper tries to establish a set of index system and method system suitable for personnel performance evaluation of public security logistics support system through the analysis and research on the present situation of human resource performance evaluation of logistics support department of a city public security bureau. It is hoped that in the actual operation, the personnel performance evaluation system can be continuously improved, and the human resources development and management can be provided for the future development of the public security logistics support system.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2008
【分類(lèi)號(hào)】：D631.13

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本文編號(hào)：2414643