【作者】 郭名；

【导师】 叶龙；

【作者基本信息】 北京交通大学 ， 企业管理， 2008， 硕士

【摘要】 作为铁道部的重要构成因素,公务员的工作能力和工作绩效是保证新时期铁路快速发展任务顺利实行的核心要素。对铁道部公务员德才表现和工作实绩进行全面客观、科学合理的考核评价,可以为铁道部公务员奖惩、培训、职务升降和工资调整等一系列人事管理工作提供客观详实依据,有利于人员整体素质的监督培养和铁路部门核心竞争力的提升。随着我国公务员考核工作的不断深入,铁道部公务员的考核工作面临考核指标过于粗放、考核工作难以深入等现实问题,已远不能满足当前公务员绩效考核和激励成效的需要。因此,科学的确定铁道部公务员绩效考核内容,增强考核的有效性和可操作性具有重要的意义。本文从铁道部实际情况入手,本着科学化、规范化的研究取向,在研究公务员绩效考核理论的基础上,对国内外公务员考核的研究现状进行了综述,并对国内外现有的公务员考核指标体系进行了归纳总结,为铁道部公务员绩效考核指标体系的建立提供了借鉴。在此基础上,本文通过行为事件访谈、问卷调查、数据分析和专家访谈等方法,构建了铁道部公务员素质模型,该素质模型由“德、能、勤、绩、廉”5个维度、20个具体素质指标构成。以素质模型为依据,本文运用粗糙集和信息熵理论,建立了铁道部公务员绩效考核指标体系动态确定模型。通过运用该模型对获取的不同层级铁道部公务员的数据分别进行分析处理,本文得到了司级、处级、科级三个层级维度的公务员考核指标体系。依据工作性质和层级能力要求,三个指标体系从指标构成和指标权重的设置上都有所不同,突出了公务员考核体系的可操作性。最后本文构建了指标体系算法模型,并对铁道部公务员绩效考核结果的使用进行了简要说明。更多还原

【Abstract】 As the important part of railway department, the ability and performance of civil servant are playing the key role in the leaping development of railway in the new times. It provides subjective materials for personnel management, such as, reward and punishment, training, promotion and wage adjustment of civil servant in railway department to make the overall, subjective, scientific and reasonable evaluation on morals and talent and performance of civil servant in railway department, which can help to cultivate and improve the key competitiveness of railway departments. With the further research on evaluation of civil servant, the evaluation still has some problems like too extensive evaluation guidelines, and hard-deepening evaluation, so that, current evaluation system can’t follow the performance assessment and encourage efficiency. Therefore, it means much to design the contents of performance assessment, and to improve the efficiency and operating of evaluation. This is the original intention of this paper.In accordance with the real situation of railway department and the research on civil servant performance assessment, we summarize the researches on civil servant evaluation at home and abroad and conclude the current civil servant evaluation system, which help to establish railway department civil servant performance evaluation system. And then, we build railway department civil servant competency model by behavior event interview, questionnaire, data analysis and expert interview. The competency model is consisted of five dimensionalities, which are morals, capability, diligentness, performance and probity.We build the civil servant evaluation system at department, section and office levels after the analysis of information of railway civil servant at different jobs. In the light of job quality and ability demand, the three systems differ in system factors and weight of factors, in order to improve the maneuverability of evaluation system and human-oriented scientific development outlook. At the end of the paper, we establish evaluation system algorithm model, illustrated by example.更多还原