本文選題：街道辦事處 + 績效管理�。� 參考：《華中師范大學》2015年碩士論文

【摘要】：績效管理最早被英、美等西方國家運用于政府改革,一定程度上幫助其解決了因效率低下、機構臃腫、資源浪費等帶來的信任危機和管理危機。我國改革開放以后,尤其是社會主義市場經濟體制的建立以及現代社會群眾公民意識的提升,所有這些要求政府更好地履行公共服務職能。因此,從20世紀90年代開始,我國一些地方政府紛紛開始進行績效管理的探索。其中,深圳市從2007年開始全面探索實施政府績效管理,經過多年的實踐積累在全國處于領先地位。在深圳市政府績效管理全面開展并取得成效的大背景下,基層街道如何有效開展績效管理,從而進一步轉變政府職能、提升行政效能就成為亟需解決的問題。本文選擇深圳市非常具有代表性的F街道辦事處績效管理進行研究。全文主要采用文獻分析法、調查研究法和歸納分析法來展開研究,按照提出問題-分析問題-解決問題的邏輯結構謀篇布局。首先,對績效、績效管理及政府績效管理等概念進行了界定,對政府績效管理理論進行了概述,為后續(xù)研究具體問題打好基礎。其次,對國內外政府績效管理的發(fā)展進行了分析。介紹英、美國家績效管理發(fā)展的歷程,總結可供借鑒的經驗。此外,進一步分析國內績效管理的實踐,整理出我國績效管理存在的普遍性問題。第三部分,在描述F街道績效管理現狀的基礎上,提出F街道績效管理存在的問題并加以分析。F街道存在被考核對象未分類、考核指標設置不科學、評估參與主體單一、考核結果等次劃分及運用存在問題、績效督查未持續(xù)有效開展、績效反饋與溝通流于形式、績效管理信息系統(tǒng)使用率低等問題。以上諸多問題導致F街道績效管理的作用未得到充分發(fā)揮。最后,在全面分析的基礎上提出優(yōu)化F街道績效管理工作的對策。包括提高政府和群眾對政府績效管理的認識；通過選擇有效的評估方法、運用平衡計分卡理論構建科學合理的指標體系、引入多元績效評估主體等途徑來完善績效評估體系；通過切實落實績效督查和面談制度進一步完善績效監(jiān)督與反饋機制；通過提高績效管理信息系統(tǒng)使用率,實現績效管理工作信息化等等。
[Abstract]:Performance management was first applied to government reform in western countries such as the United Kingdom and the United States. To a certain extent, performance management helped to solve the trust and management crises brought about by inefficiency, bloated institutions, and waste of resources. After China's reform and opening up, especially the establishment of the socialist market economy system and the promotion of the civic consciousness of the masses in modern society, all these require the government to perform the public service function better. Therefore, since 1990's, some local governments in China have begun to explore performance management. Among them, Shenzhen City from 2007 to explore the implementation of government performance management, after many years of practice accumulation in the leading position in the country. Under the background of Shenzhen municipal government's performance management being carried out in an all-round and effective way, how to carry out the performance management effectively in the grass roots streets, thus further transforming the government function and improving the administrative efficiency becomes a problem that needs to be solved urgently. This article chooses the Shenzhen very representative F street office performance management carries on the research. This paper mainly adopts the literature analysis method, the investigation research method and the inductive analysis method to carry out the research, according to the logical structure of question-analysis-problem-solving. Firstly, the concepts of performance, performance management and government performance management are defined, and the theory of government performance management is summarized. Secondly, the development of government performance management at home and abroad is analyzed. This paper introduces the development course of national performance management in Britain and America, and summarizes the experience that can be used for reference. In addition, the practice of domestic performance management is further analyzed, and the common problems of performance management in our country are sorted out. The third part, on the basis of describing the present situation of F street performance management, puts forward the problems existing in F street performance management and analyzes that. There are some problems in the classification and application of the evaluation results, the performance supervision has not been carried out continuously and effectively, the performance feedback and communication has become a mere formality, and the utilization rate of the performance management information system is low. As a result, the function of F street performance management has not been given full play. Finally, on the basis of comprehensive analysis, the countermeasures of optimizing F street performance management are put forward. It includes improving the government and the public's understanding of the government performance management, improving the performance evaluation system by choosing effective evaluation methods, using the balanced scorecard theory to construct a scientific and reasonable index system, introducing multiple performance evaluation subjects, and so on. Through the implementation of performance supervision and interview system to further improve the performance monitoring and feedback mechanism, through improving the performance management information system utilization, performance management information, and so on.
【學位授予單位】：華中師范大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：D669.3

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本文編號：1842210