安庆市质量技术监督局员工绩效考核研究
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摘要
质量技术监督部门承担着质量、计量、标准化综合管理和食品质量安全、特种设备安全等公共管理事务,履行综合管理、行政执法和安全监察三大职能,是国家经济建设的重要监督部门。人民生活水平不断提高,经济全球化进程不断加快,对质量技术监督工作的要求越来越高,责任也更重。这些,都对质量技术监督系统职工队伍的素质和能力提出新的更高的要求,加强人力资源开发与管理,是质量技术临督部门适应内外部环境的快速变化,提升竞争和可持续发展能力,更高效能地履行职责的必然要求。
绩效考核是人力资源开发与管理的核心环节,具有基础、导向、激励、监督的功能。将现代先进的绩效考核方法科学合理地运用于质量技术监督局的员工绩效考核,并将考核结果同奖惩、工资、职务升降、辞退等环节挂钩,能有效地激发员工潜力,提高工作质量和效率,从而提高工作效能。
从1994年开展机关公务员和事业单位工作人员考核以来,考核制度不断得到完善,绩效考核的作用也日益突显,但仍然存在不少问题。本文在介绍国内外绩效考核发展现状的基础上,从绩效考核的相关概念和基本理论入手,研究了安庆市质量技术监督局员工绩效考核现状,指出了考核中存在的问题,分析了问题产生的原因,并提出了安庆市质量技术监督局员工绩效考核的改进对策及为完善绩效考核工作所应采取的保障措施。
The quality and technical supervision section undertakes comprehensive management of quality, measure and standardization , food quality safety and special equipments safety etc. public management business, implements three working functions of comprehensive management, administration law enforcement and safety inspect. It is an important supervision section of national economic construction. With the rising of people's life level and rapid development of economic globalization, the request to quality and technical supervision section is more and more high, and its responsibility is also more heavy. These all put forward new and higher request to character and ability of the workers troops. So, it is inevitable to strengthen human resource development and management, in order to adapt to the fast variety of inside and outside environment, promote competition and continued development ability, implement functions with high efficiency.
The performance appraisal is a core of human resource development and management, it has the functions such as foundation, direction, prompting, and intendance. It can inspire the potential of workers effectively, improve the workmanship, efficiency, benefit, and consequently enhance the work efficiency to apply the method of modern performance appraisal to workers' of bureau of quality and technical supervision , and combine the checking results with the links of rewards and punishment, wages, duties, dismissal and so on.
The appraisal system has been perfected steadily since carrying out the appraisal on government and enterprise in 1994, its function also stands out in relief day by day. However, there are still some problems which need to be solved. This article introduces the development status of performance appraisal in home and abroad, and elaborates the basic theory and the concepts concerned, then will take the workers' performance appraisal of Anqing Bureau of Quality and Technical Supervision as the object of research, explore the issues and causes existing. Furthermore, it will put forward the improvement methods of workers' performance appraisal and guarantee measures that should adopt for perfect work results.
绩效考核是人力资源开发与管理的核心环节,具有基础、导向、激励、监督的功能。将现代先进的绩效考核方法科学合理地运用于质量技术监督局的员工绩效考核,并将考核结果同奖惩、工资、职务升降、辞退等环节挂钩,能有效地激发员工潜力,提高工作质量和效率,从而提高工作效能。
从1994年开展机关公务员和事业单位工作人员考核以来,考核制度不断得到完善,绩效考核的作用也日益突显,但仍然存在不少问题。本文在介绍国内外绩效考核发展现状的基础上,从绩效考核的相关概念和基本理论入手,研究了安庆市质量技术监督局员工绩效考核现状,指出了考核中存在的问题,分析了问题产生的原因,并提出了安庆市质量技术监督局员工绩效考核的改进对策及为完善绩效考核工作所应采取的保障措施。
The quality and technical supervision section undertakes comprehensive management of quality, measure and standardization , food quality safety and special equipments safety etc. public management business, implements three working functions of comprehensive management, administration law enforcement and safety inspect. It is an important supervision section of national economic construction. With the rising of people's life level and rapid development of economic globalization, the request to quality and technical supervision section is more and more high, and its responsibility is also more heavy. These all put forward new and higher request to character and ability of the workers troops. So, it is inevitable to strengthen human resource development and management, in order to adapt to the fast variety of inside and outside environment, promote competition and continued development ability, implement functions with high efficiency.
The performance appraisal is a core of human resource development and management, it has the functions such as foundation, direction, prompting, and intendance. It can inspire the potential of workers effectively, improve the workmanship, efficiency, benefit, and consequently enhance the work efficiency to apply the method of modern performance appraisal to workers' of bureau of quality and technical supervision , and combine the checking results with the links of rewards and punishment, wages, duties, dismissal and so on.
The appraisal system has been perfected steadily since carrying out the appraisal on government and enterprise in 1994, its function also stands out in relief day by day. However, there are still some problems which need to be solved. This article introduces the development status of performance appraisal in home and abroad, and elaborates the basic theory and the concepts concerned, then will take the workers' performance appraisal of Anqing Bureau of Quality and Technical Supervision as the object of research, explore the issues and causes existing. Furthermore, it will put forward the improvement methods of workers' performance appraisal and guarantee measures that should adopt for perfect work results.
引文
[1]孙柏瑛.公共部门人力资源开发与管理.中国人民大学出版社,2006
[2]付国琳.现代人力资源管理在政府部门中的运用.《曲靖师范学院学报》,2005(5):104-107
[3]张德.人力资源开发与管理(第二版).清华大学出版社,2001:174-215
[4]徐颂陶,侯建良.新编国家公务员制度教程.中国人事出版社,1993:95-123
[5]徐振寰.世界各国公务员制度比较.中国人事出版社,1998:38-39
[6]宋世明.美国行政改革研究.国家行政学院出版社,1999:126-128
[7]张柏林主编.中华人民共和国公务员法教程.党建读物出版社、中国人事出版社,2005
[8]中华人民共和国公务员法.中国人事出版社,2005
[9]陈维政、余凯成、程文文.人力资源管理.高等教育出版社,2002:193-227
[10]顾伟英.绩效考评.电子工业出版社,2006
[11]李志宏.对公务员的绩效评估方法.《统计与决策》,2002(12)
[12]德鲁克.二十一世纪管理挑战.机械工业出版社,2006
[13]郭爱玲、丁巨胜、张晨.非赢利视角下的事业单位人力资源管理.《甘肃理论学刊》,2004(7)
[14]罗玮来、陈婗娥.政府部门人力资源管理现状与创新.《边疆经济与文化》,2005(4)
[15]明章华、马长伟.知识经济时代政府人力资源管理的新模式——柔性管理.《行政与法》,2006(5)
[16]朱建建.我国公务员考核制度存在的问题及对策.《陕西省行政学院、陕西省经济管理干部学院学报》,2006(2)
[17]张文勤.我国公务员绩效评估中的困境及其对策研究.《山东省行政学院、山东省经济管理干部学院学报》,2005(6)
[18]胡君辰、郑绍濂.人力资源开发与管理(第二版).复旦大学出版社,1998:214-216
[19]郑春儿.事业单位人力资源管理浅见.《人才开发》,2005(6)
[20]钱孟琳.浅谈事业单位人力资源管理存在的问题及对策.《商场现代化》,2006(7,上旬刊)
[21]省质监局挂职干部2004年赴浙江省质监部门考察报告
[22]省质监局挂职干部2005年赴广东省质监部门考察报告
[23]安庆市国家公务员绩效考核办法(试行).庆办(2004)61号文件
[24]朱瑜.企业绩效整合.广东经济出版社,2002:61
[25]喻湘存、熊曙初.系统工程教程.清华大学出版社,2006:227-233
[26]周三多.管理学.高等教育出版社,2003
[27]关于加强全省质监系统文化建设的指导意见.皖质发(2007)77号文件
[28]陈春萍、尹杰钦.以制度创新提升政府人力资源管理水平.《生产力研究》,2005(9)
[29]王文.政府部门战略性人力资源管理探讨.《科技创新月刊》,2006(7)
[30]中国人力资源网 http://www.hr.com.cn
[2]付国琳.现代人力资源管理在政府部门中的运用.《曲靖师范学院学报》,2005(5):104-107
[3]张德.人力资源开发与管理(第二版).清华大学出版社,2001:174-215
[4]徐颂陶,侯建良.新编国家公务员制度教程.中国人事出版社,1993:95-123
[5]徐振寰.世界各国公务员制度比较.中国人事出版社,1998:38-39
[6]宋世明.美国行政改革研究.国家行政学院出版社,1999:126-128
[7]张柏林主编.中华人民共和国公务员法教程.党建读物出版社、中国人事出版社,2005
[8]中华人民共和国公务员法.中国人事出版社,2005
[9]陈维政、余凯成、程文文.人力资源管理.高等教育出版社,2002:193-227
[10]顾伟英.绩效考评.电子工业出版社,2006
[11]李志宏.对公务员的绩效评估方法.《统计与决策》,2002(12)
[12]德鲁克.二十一世纪管理挑战.机械工业出版社,2006
[13]郭爱玲、丁巨胜、张晨.非赢利视角下的事业单位人力资源管理.《甘肃理论学刊》,2004(7)
[14]罗玮来、陈婗娥.政府部门人力资源管理现状与创新.《边疆经济与文化》,2005(4)
[15]明章华、马长伟.知识经济时代政府人力资源管理的新模式——柔性管理.《行政与法》,2006(5)
[16]朱建建.我国公务员考核制度存在的问题及对策.《陕西省行政学院、陕西省经济管理干部学院学报》,2006(2)
[17]张文勤.我国公务员绩效评估中的困境及其对策研究.《山东省行政学院、山东省经济管理干部学院学报》,2005(6)
[18]胡君辰、郑绍濂.人力资源开发与管理(第二版).复旦大学出版社,1998:214-216
[19]郑春儿.事业单位人力资源管理浅见.《人才开发》,2005(6)
[20]钱孟琳.浅谈事业单位人力资源管理存在的问题及对策.《商场现代化》,2006(7,上旬刊)
[21]省质监局挂职干部2004年赴浙江省质监部门考察报告
[22]省质监局挂职干部2005年赴广东省质监部门考察报告
[23]安庆市国家公务员绩效考核办法(试行).庆办(2004)61号文件
[24]朱瑜.企业绩效整合.广东经济出版社,2002:61
[25]喻湘存、熊曙初.系统工程教程.清华大学出版社,2006:227-233
[26]周三多.管理学.高等教育出版社,2003
[27]关于加强全省质监系统文化建设的指导意见.皖质发(2007)77号文件
[28]陈春萍、尹杰钦.以制度创新提升政府人力资源管理水平.《生产力研究》,2005(9)
[29]王文.政府部门战略性人力资源管理探讨.《科技创新月刊》,2006(7)
[30]中国人力资源网 http://www.hr.com.cn