基于胜任力模型的我国公务员绩效考评研究
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摘要
目前,世界各国的竞争日趋激烈,公务员作为政府工作人员,是国家行政管理的主体。公务员素质的高低对于一个地区、一个国家的竞争力具有举足轻重的作用。因此对公务员绩效考评的研究就显得非常重要。
本文在广泛查阅国内外文献的基础上,首先对公务员绩效考评和胜任力模型的研究现状进行了概述;然后介绍了绩效考评常用的方法,并对各种常见方法进行了比较研究;其次针对公务员绩效考评的内涵及体征,提出了公务员绩效考评的理论依据,通过对我国现行公务员绩效考评的现状探究,指出了我国现行公务员绩效考评中存在的不足及原因。在以上工作的基础上,本文提出了基于胜任力模型的我国公务员绩效考评改进体系,并结合360度绩效反馈方法以及层次分析法和模糊综合评判对公务员的胜任力模型进行考评,同时进行了算例分析。该模型在一定程度上弥补了现行绩效考评方法的不足,对我国公务员绩效考评具有一定的积极作用。
Nowadays, the competitions between nations is becoming fierce and fierce each day, so the qualification of civil servants, who work in government and forms the main subject of administrative management of one country, is playing a major role in the level of competitive strength of a district or a nation. Therefore, it is of great significance to study on the evaluation of civil servant's performance.
After referring to lots of domestic and international literature, this paper firstly presents an overview of current situation in study of evaluation of civil servant's performance as well as its competency model. Secondly, it introduces several methods of evaluating performance that is widely used and then makes a comparative study on these methods. Furthermore, it raises the Theoretical basis of the evaluation, accordingly to its unique meanings and specifications, and points out its shortage and relevant reasons by way of research on its current status. Finally, based on competency model, this paper proposes an improved system to evaluate the performance and, through combination of 360-degree feedback, Analytic Hierarchy Process and Fuzzy comprehensive judgment, further evaluate the competency model and meantime give an example to testify the model. This model makes up to a certain extent the shortcoming of methods that is currently used and plays an active role in evaluation of civil servant's performance.
本文在广泛查阅国内外文献的基础上,首先对公务员绩效考评和胜任力模型的研究现状进行了概述;然后介绍了绩效考评常用的方法,并对各种常见方法进行了比较研究;其次针对公务员绩效考评的内涵及体征,提出了公务员绩效考评的理论依据,通过对我国现行公务员绩效考评的现状探究,指出了我国现行公务员绩效考评中存在的不足及原因。在以上工作的基础上,本文提出了基于胜任力模型的我国公务员绩效考评改进体系,并结合360度绩效反馈方法以及层次分析法和模糊综合评判对公务员的胜任力模型进行考评,同时进行了算例分析。该模型在一定程度上弥补了现行绩效考评方法的不足,对我国公务员绩效考评具有一定的积极作用。
Nowadays, the competitions between nations is becoming fierce and fierce each day, so the qualification of civil servants, who work in government and forms the main subject of administrative management of one country, is playing a major role in the level of competitive strength of a district or a nation. Therefore, it is of great significance to study on the evaluation of civil servant's performance.
After referring to lots of domestic and international literature, this paper firstly presents an overview of current situation in study of evaluation of civil servant's performance as well as its competency model. Secondly, it introduces several methods of evaluating performance that is widely used and then makes a comparative study on these methods. Furthermore, it raises the Theoretical basis of the evaluation, accordingly to its unique meanings and specifications, and points out its shortage and relevant reasons by way of research on its current status. Finally, based on competency model, this paper proposes an improved system to evaluate the performance and, through combination of 360-degree feedback, Analytic Hierarchy Process and Fuzzy comprehensive judgment, further evaluate the competency model and meantime give an example to testify the model. This model makes up to a certain extent the shortcoming of methods that is currently used and plays an active role in evaluation of civil servant's performance.
引文
[1]贾俊强.论体现科学发展观的公务员绩效考评体系构建[D].哈尔滨工程大学,2006.
[2]Mcclelland.Testing for competence rather than for intelligence[J].American Psychologist,1973(28).
[3]Richard Boyatzis.Ph.D,The Competent Manager[M].Hardcover,Inc.1982.
[4]Spencer,L.M.&Spencer,S.M.Competence at work:models for superior performance[M].Wiley & Sons,Inc.1993,222-226.
[5]赵辉,黄晓,韦小军.党政领导干部胜任力模型的构建[J].科学管理研究,2006(2):88-89.
[6]Fletcher.S.NVQs.standards and competence:Apractice guide for employers management and trainers[M].1992.
[7]王重鸣,陈民科.管理胜任力特征分析:结构方程模型检验[J].心理科学,2002(5):513-516.
[8]时勘,王继承,李超平.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002(2):306-311.
[9]李芬芳.国内胜任力研究现状及其发展趋势[J].计算机与信息技术,2007(36):716-718.
[10]董克用,叶向峰.人力资源管理概论[M].中国人民大学出版社,2004.
[11]余泽忠.绩效考核与薪酬管理[M].武汉大学出版社,2006.
[12]郝忠胜,刘海英.人力资源管理与绩效评估[M].中国经济出版社,2005.
[13]宁洪波.长沙矿山研究院机械厂员工绩效考评体系研究[D].湖南大学,2006.
[14]Kaplan R S,Norton D P.The balanced scorecard:measuresthat drive performance[J].Harvard Business Review,1992(12):271-279.
[15]孙健.360度绩效考评[M].企业管理出版社,2003.
[16]黎志锋.360度绩效考评系统改进研究[D].西南财经大学,2005.
[17]舒放,王克良.国家公务员制度教程[M].中国人民大学出版社,2001.
[18]李启康.我国公务员绩效考评体系改革研究[D].大连理工大学,2005.
[19]李荐国.基层行政官员绩效考评机制研究[D].中南大学,2005.
[20]张晶晶.公共部门绩效考评理论与方法研究[D].西南交通大学.2004.
[21]R Myers,R lacey.Consumer Satisfaction,Performance and Accountability in the Public Sect or.London:International Review of Administrative Sciences 1996.
[22]刘亚林,刘一凡.公务员的科学绩效评估[J].人才管理,2004(7):20-21.
[23]郭求远.基于“个人承诺”的公务员绩效考评研究[D].天津大学,2005.
[24]詹姆斯·W·费斯勒,唐纳德·F·凯特尔.行政过程的政治:公共行政学新论[M].北京:中国人民大学出版社,2002.
[25]邢瑞芬.事业单位如何进行人力资源管理与绩效考核[J].当代经济,2007(9):42-43.
[26]克林格勒,纳尔班迪.公共部门人力资源管理:系统与战略[M].中国人民大学出版社,2001.
[27]李智.基于胜任力模型完善核心员工的绩效评价体系[J].广西广播电视大学学报,2007(2): 67-68.
[28]Campbell,J.P,McCloyR.A,Oppler,S.HandSager,C.E.A Theory of Performance In N.Schmitt,W.C.Borman and Associates Personnel Selection Jossey-bass,1993.
[29]InN Schitt &w.Borman(Eds),Performance Manage-ment Process,London:Clays Ltd.Stlves PLG,1995,P95.
[30]徐芳.研发团队胜任力模型的构建及其对团队绩效的影响[J].管理探索,2003(2):43-46.
[31]张伟炜,孙永华.构建基于胜任力的事业单位选聘机制的必要性和可行性研究[J].H.R案例,2007(11):68-69.
[32]伍薇,莫柳娟.构建胜任力模型[J].合作经济与科技,2007(333):56-57.
[33]王丛漫,宁文华,孟双见.河北省直机关公务员胜任力模型的构建[J].河北科技大学学报(社会科学版),2007(3):30-33.
[34]Mansfield R.What competence is really about[J].Competency,1999,6(4):41-44.
[35]李化,吴耀宏.多层次模糊综合评判法在交通投资项目社会评价中的运用[J].工业技术经济,2007(10):94-96.
[36]Thompson.J.E,Stuart R,Lndsay.P.R.The competence of top team members:a framework for successful performance[J].Journal of Managerial Psychology,1996,11(3):48-67.
[37]罗双平.从岗位胜任到绩效卓越-能力模型建立操作实务[M].北京:机械工业出版社,2006.
[38]董晓刚.高士集团360度绩效考评方案设计[D].大连理工大学,2005.
[39]刘泽双,甄翠,苏大伟.公务员绩效考核模糊层次综合评价模型及实例[J].西安理工大学学报,2006(4):438-441.
[40]Chen Yong-tai.The application on fuzzy comprehensive evaluation of the nation' s officials[J].Soft Science,1999(1):2-5.
[41]Zeng Yu-ping.The application of fuzzy comprehensive evaluation on officials'comprehensive quality evaluation[J].Statistical and Decision,2000(1):1-2.
[42]钱颂迪.运筹学.清华大学出版社[M],2001.
[43]肖艳玲,王慧丽,李华锡.基于层次分析法的石化企业供应商评价与分类管理[J].大庆石油学院学报,2007(6):108-111.
[44]胡月星.基层领导干部核心胜任特征的实证探索[J].国家行政学院学报,2007(5):83-86.
[45]冯明,尹明鑫.胜任力模型构建方法综述[J].科技管理研究,2007(9):229-233.
[46]缪雄.推行政府部门人力资源360度考绩[J].全国商情(经济理论研究)2006(10):32-35
[2]Mcclelland.Testing for competence rather than for intelligence[J].American Psychologist,1973(28).
[3]Richard Boyatzis.Ph.D,The Competent Manager[M].Hardcover,Inc.1982.
[4]Spencer,L.M.&Spencer,S.M.Competence at work:models for superior performance[M].Wiley & Sons,Inc.1993,222-226.
[5]赵辉,黄晓,韦小军.党政领导干部胜任力模型的构建[J].科学管理研究,2006(2):88-89.
[6]Fletcher.S.NVQs.standards and competence:Apractice guide for employers management and trainers[M].1992.
[7]王重鸣,陈民科.管理胜任力特征分析:结构方程模型检验[J].心理科学,2002(5):513-516.
[8]时勘,王继承,李超平.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002(2):306-311.
[9]李芬芳.国内胜任力研究现状及其发展趋势[J].计算机与信息技术,2007(36):716-718.
[10]董克用,叶向峰.人力资源管理概论[M].中国人民大学出版社,2004.
[11]余泽忠.绩效考核与薪酬管理[M].武汉大学出版社,2006.
[12]郝忠胜,刘海英.人力资源管理与绩效评估[M].中国经济出版社,2005.
[13]宁洪波.长沙矿山研究院机械厂员工绩效考评体系研究[D].湖南大学,2006.
[14]Kaplan R S,Norton D P.The balanced scorecard:measuresthat drive performance[J].Harvard Business Review,1992(12):271-279.
[15]孙健.360度绩效考评[M].企业管理出版社,2003.
[16]黎志锋.360度绩效考评系统改进研究[D].西南财经大学,2005.
[17]舒放,王克良.国家公务员制度教程[M].中国人民大学出版社,2001.
[18]李启康.我国公务员绩效考评体系改革研究[D].大连理工大学,2005.
[19]李荐国.基层行政官员绩效考评机制研究[D].中南大学,2005.
[20]张晶晶.公共部门绩效考评理论与方法研究[D].西南交通大学.2004.
[21]R Myers,R lacey.Consumer Satisfaction,Performance and Accountability in the Public Sect or.London:International Review of Administrative Sciences 1996.
[22]刘亚林,刘一凡.公务员的科学绩效评估[J].人才管理,2004(7):20-21.
[23]郭求远.基于“个人承诺”的公务员绩效考评研究[D].天津大学,2005.
[24]詹姆斯·W·费斯勒,唐纳德·F·凯特尔.行政过程的政治:公共行政学新论[M].北京:中国人民大学出版社,2002.
[25]邢瑞芬.事业单位如何进行人力资源管理与绩效考核[J].当代经济,2007(9):42-43.
[26]克林格勒,纳尔班迪.公共部门人力资源管理:系统与战略[M].中国人民大学出版社,2001.
[27]李智.基于胜任力模型完善核心员工的绩效评价体系[J].广西广播电视大学学报,2007(2): 67-68.
[28]Campbell,J.P,McCloyR.A,Oppler,S.HandSager,C.E.A Theory of Performance In N.Schmitt,W.C.Borman and Associates Personnel Selection Jossey-bass,1993.
[29]InN Schitt &w.Borman(Eds),Performance Manage-ment Process,London:Clays Ltd.Stlves PLG,1995,P95.
[30]徐芳.研发团队胜任力模型的构建及其对团队绩效的影响[J].管理探索,2003(2):43-46.
[31]张伟炜,孙永华.构建基于胜任力的事业单位选聘机制的必要性和可行性研究[J].H.R案例,2007(11):68-69.
[32]伍薇,莫柳娟.构建胜任力模型[J].合作经济与科技,2007(333):56-57.
[33]王丛漫,宁文华,孟双见.河北省直机关公务员胜任力模型的构建[J].河北科技大学学报(社会科学版),2007(3):30-33.
[34]Mansfield R.What competence is really about[J].Competency,1999,6(4):41-44.
[35]李化,吴耀宏.多层次模糊综合评判法在交通投资项目社会评价中的运用[J].工业技术经济,2007(10):94-96.
[36]Thompson.J.E,Stuart R,Lndsay.P.R.The competence of top team members:a framework for successful performance[J].Journal of Managerial Psychology,1996,11(3):48-67.
[37]罗双平.从岗位胜任到绩效卓越-能力模型建立操作实务[M].北京:机械工业出版社,2006.
[38]董晓刚.高士集团360度绩效考评方案设计[D].大连理工大学,2005.
[39]刘泽双,甄翠,苏大伟.公务员绩效考核模糊层次综合评价模型及实例[J].西安理工大学学报,2006(4):438-441.
[40]Chen Yong-tai.The application on fuzzy comprehensive evaluation of the nation' s officials[J].Soft Science,1999(1):2-5.
[41]Zeng Yu-ping.The application of fuzzy comprehensive evaluation on officials'comprehensive quality evaluation[J].Statistical and Decision,2000(1):1-2.
[42]钱颂迪.运筹学.清华大学出版社[M],2001.
[43]肖艳玲,王慧丽,李华锡.基于层次分析法的石化企业供应商评价与分类管理[J].大庆石油学院学报,2007(6):108-111.
[44]胡月星.基层领导干部核心胜任特征的实证探索[J].国家行政学院学报,2007(5):83-86.
[45]冯明,尹明鑫.胜任力模型构建方法综述[J].科技管理研究,2007(9):229-233.
[46]缪雄.推行政府部门人力资源360度考绩[J].全国商情(经济理论研究)2006(10):32-35