【作者】 杨梅；

【导师】 丁堃；

【作者基本信息】 大连理工大学 ， 公共管理（专业学位）， 2020， 硕士

【摘要】 公共管理的核心是提高绩效。开展绩效考核,是我国政府机构进行人力资源管理的重要手段和方法之一。绩效考核的标准是科学准确、客观公平,这是调动公务员工作积极性、提高管理规范化、转变工作作风、提高工作能力和水平的一个重要途径。近年来,从国家到各地政府都积极开展政府机构和公务员绩效考核方法研究,各公共部门也从自身实际出发,不断开展针对本部门的绩效考核体系改革尝试。政府统计机构是为各级党委政府进行宏观经济管理、进行科学决策提供参考依据的重要职能部门。统计系统公务员是保障统计事业健康发展的最关键因素。长期以来,统计干部队伍建设普遍面临着绩效管理水平不高、工作人员积极性难以有效激发的问题。建立精准科学、客观公正的绩效考核体系,充分发挥绩效考核作用,进一步提高组织凝聚力和战斗力,是打造现代化服务型统计的有效途径。本文以D市统计局为研究案例,采用文献分析法、访谈法等方法,全面系统的剖析了D市统计局绩效考核体系存在的问题及导致问题形成的深层次原因,并有针对性的提出改进D市统计局绩效考核体系的对策建议。D市统计局目前正在施行的绩效考核体系主要存在内部绩效考核和上级部门绩效内容脱节、内部绩效考核薄弱、考核指标设置不科学、缺乏必要的沟通反馈机制、绩效考核结果激励作用没有得到有效发挥等问题。导致这些问题形成的深层次原因有思想认识存在误区、考核力量不足、缺乏必要的岗位职责分析、考核结果应用缺乏政策依据等。为进一步完善D市统计局绩效考核体系,本文结合D市统计局的组织目标和调查中发现的问题,借鉴新公共管理理论和公平理论,采用KPI、360度考评等方法,有针对性地建立了一套适合地市级政府统计部门的、全面的、合理的、有效的绩效考核体系。更多还原

【Abstract】 The core of public management is to improve performance.Performance evaluation is one of the important means and methods of human resource management in our government.The standard of performance evaluation is scientific,accurate,objective and fair,which is an important way to arouse the enthusiasm of civil servants,improve management standardization,change work style,improve work ability and level.In recent years,from the national government to the local governments have actively carried out government agencies and civil servants performance evaluation method research,each public sector from their own reality,constantly carry out the performance evaluation system reform for their own departments.Government Statistical Organization is an important Functional Department for the Party Committee and government at all levels to carry out macro-economic management and scientific decision-making.The civil servants of the statistical system is the most critical factor to ensure the healthy development of the statistical cause.For a long time,the construction of the cadre team of Statistics has been confronted with the problems of low level of performance management and difficult to arouse the enthusiasm of the staff.Establishing a precise,scientific,objective and fair performance evaluation system,giving full play to the role of performance evaluation,and further improving organizational cohesion and combat effectiveness is an effective way to build modern service-oriented statistics.Based on the case study of D Municipal Bureau of Statistics,this paper uses the methods of literature analysis and interview to analyze the problems in the performance evaluation system of D Municipal Bureau of Statistics and the deep-seated causes of the problems,and pertinently put forward to improve the D Municipal Bureau of Statistics performance evaluation system of countermeasures and suggestions.D Municipal Bureau of Statistics is currently implementing the performance appraisal system,there are mainly internal performance evaluation and superior department performance content out of joint,internal performance evaluation weak,evaluation index set is not scientific,lack of necessary communication feedback mechanism,performance evaluation results incentive role has not been effectively played and so on.The deep-seated causes of these problems are misunderstanding of ideology,lack of assessment,lack of job responsibility analysis and lack of policy basis for the application of assessment results.In order to further improve the performance evaluation system of D Municipal Bureau of Statistics,this paper combines the organizational goal of D Municipal Bureau of Statistics and the problems found in the survey,uses the new public management theory and Equity Theory for reference,and adopts the methods of KPI,360-degree evaluation and so on,a set of comprehensive,reasonable and effective performance evaluation system suitable for municipal government statistical departments has been established.更多还原