联系我们

论文查询结果	返回搜索

论文编号：	2013
作者编号：	2120072261
上传时间：	2009/12/14 22:28:27
中文题目：	S市发展和改革委员会公务员绩效考核研究
英文题目：	The research on performance appraisal of S Municipal Development and Reform Commission
指导老师：	崔勋
中文关键字：	公务员 绩效考核 绩效管理
英文关键字：	Civil Servant; Performance Evaluation; Performance Management
中文摘要：	绩效考核起源于西方国家的文官制度。英国于19世纪首开风气之先，建立了重表现、看才能的考核制度。此后，其他国家纷纷进行借鉴和效仿，形式各样的文官考核制度相继出现。归纳而言，绩效考核有一个共同的特征，即把工作实绩作为考核的最为重要的内容，同时对德、能、勤、廉等进行全面的考察，并根据考核结果，决定公务员的晋升、奖惩和培训事宜。西方推行公务人员绩效考核的实践表明，各级政府机关通过对公务员进行考核，有利于依法对公务员进行管理，调动公务员工作的主动性、积极性，提高机关工作效能。 公务员考核制度作为我国公务员管理制度重要组成部分，近年来不断得到发展和完善。各级政府根据地方实际，进行了有益的探索和广泛的尝试，积累了一定的经验和教训。特别是2006年《公务员法》的颁布与实施，进一步健全了我国干部人事管理的法律法规体系，为政府部门对公务员进行考核提供了法律的依据。但由于我国公务员管理制度起步较晚，对公务员考核认识上的偏差和考核体系设计上的欠缺普遍存在，使得公务员绩效考核在实际执行过程中往往流于形式，难以发挥其应有的效用。 本文以S市发展和改革委员会为例，研究公务员的绩效考核。该机关自1994年开展公务员绩效考核以来，根据上级部门的要求建议和本单位特点，考核方法已几经变迁。如今已摸索建立起了一套相对完整的绩效考核体系。但现行考核办法存在着缺乏双向沟通、不注重平时考核、体系设计不合理、考核结果未能充分利用等问题，这些都制约着绩效考核作用的充分发挥，亟待解决。 为此，文中以S市发展和改革委员会为研究对象，综合运用文献综述、比较分析、个案分析等研究方法，分析现行考核制度的弊端及其成因，并在绩效考核相关理论的指导下，借鉴英国、美国等发达国家相对成熟的绩效考核制度，提出优化绩效考核指标、健全考核方法、规范考核程序、合理使用考核结果等措施和建议，以求客观公允的评价公务员的德才表现和工作实绩，促进勤政廉政，提高工作效率，建立高素质高水平的公务员队伍。
英文摘要：	Performance appraisal originated from the civil service system of Western countries. In the 19th century, Britain started the trend of the first, established a performance-appraisal system to see talent. Since then, other countries followed one after another, all sorts of civil service examination system has emerged. In a nutshell, performance appraisal have a common feature, which is they take work performance as the most important element of appraisal, and conduct a comprehensive study of morality, ability, diligence, honesty, etc. Determine the promotion, rewards and punishments and training issues of civil servant based on assessment results. The practice of civil servants performance evaluation of the western countries shows that assessment of civil servants in government agencies at all levels, is conducive to the civil service management, mobilizing civil service initiative, enthusiasm, improve the efficiency of office work. The civil servant performance appraisal system which is an important component China's civil service management system has been constantly developed and improved in recent years. Governments at all levels according to local realities carried out a useful and wide-ranging attempt to explore and accumulated some experience and lessons. In particular, "Civil Law" was implemented in 2006, which provides legal basis for performance appraisal. However, because of the late start of China's civil service management system, cognitive biases and lack of evaluation system do exist commonly, which makes the practical implementation of the Civil Service performance appraisal process is often a formality, it is difficult to play its desired effects. In this paper, I take S Municipal Development and Reform Commission as an example, to study the performance appraisal of civil servants. Since 1994, the civil service performance appraisal has been carried out, according to the requirements of higher authorities, assessment methods have been changing several times. Now is has established a relatively complete system of the performance evaluation. However, in the existing assessment methods, there is a lack of two-way communication, the design of assessment is unreasonable, and the results can not be fully used, which are restricting the role of performance assessment into full play. So, by using integrated research methods such as literature review, comparative analysis, case analysis, also under the guidance of relevant theories, this paper analyze the shortcomings of the current examination system and its causes, reference a relatively mature performance appraisal system of the United Kingdom, the United States and other developed countries, in order to provide advices related to optimal performance evaluation indicators, improvements of assessment methods, standardized assessment procedures, and also the rational use of examination results, contribute to the establishment of efficient government.
查看全文：	预览  下载(下载需要进行登录)