陕西省桃曲坡水库管理局绩效考评体系创新设计
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摘要
事业单位改革是继政府和企业改制之后又一大难题。事业单位与国有企业和政府机构改革一样,对建立和完善社会主义市场经济体制起着至关重要的作用。同时,事业单位改革不仅是中国行政体制改革的配套要求,也是事业单位自身走向社会、面向市场的实际需要。
我国事业单位改革,尤其是事业单位人事制度改革还远远滞后。这种情况已经严重影响到社会主义市场经济体制的建设和完善。因此,积极全面地推进事业单位改革将是我国下一步改革工作的重点。而绩效考评是人事制度改革的有力工具,对事业单位进行绩效考评有着深远的意义。
首先,本文阐述了绩效考评的相关理论即系统理论、激励理论、信息理论和控制理论；介绍了绩效考评所涉及的七方面内容既绩效考评计划；绩效考评主体；绩效考评指标；绩效考评标准；绩效考评权重；绩效考评周期和绩效考评反馈,为绩效考评奠定基础。
其次,本文介绍了陕西省桃曲坡水库管理局绩效考评现状,总结管理局绩效考评存在的问题,并对产生问题的成因进行了分析。
再次,本文根据管理局绩效考评存在的问题从明确绩效考评目的；合理选择考评主体；科学制定考评指标；精确计算权重数值；确定合理考评周期；注重考评信息反馈与有效组织实施绩效考评七个方面为陕西省桃曲坡水库管理局设计出一套适合管理局自身的绩效考评体系。
最后,本文阐述了陕西省桃曲坡水库管理局绩效考评的保障措施,以保障管理局绩效考评的有效实施。
本文研究的主要目的是通过对陕西省桃曲坡水库管理局绩效考评存在的问题进行分析,并针对这些问题设计出了一套适合管理局发展的绩效考评体系,希望对相关事业单位绩效考评提出可参考的方法,并能为事业单位绩效考评水平的提高提供一定的借鉴价值。
Reform of institutions is another major challenge after the restructuring of the government and enterprises. The reform of institutions is the same with the reform of state-owned enterprises and government institutions playing a vital role in establishing and perfecting the socialist market economic system. Meanwhile, the reform of institutions is not only the matching requirement of China's administrative system reform but also practical requirements for themselves marching toward socialization and market-oriented units.
Therefore, it will be China's next focus of reform efforts to push forward the reform of public institutions actively and comprehensively. The lagging of reform is crucial in China's institutions system, particularly in personnel system as a subsystem of which. This situation has seriously affected the establishing and improving of a socialist market economic system. As a powerful tool for the reform of the personnel system, performance evaluation will have a profound effect on the reform of personnel system.
Firstly, this paper discusseed the correlation theory of performance evaluation:system theory,motivation theory, information theory and control theory, and introduced the seven content areas of performance evaluation:the plan,the subjects, the targets, the standard, the weight, the cycles and the feedback of performance evaluation. All of the contents lay a good foundation for performance evaluation.
Secondly, this paper involves the present situation of performance evaluation of Taoqupo Reservoir Authority in Shaanxi Province,and both the existing problems with it and causes of the problems were also discussed.
Thirdly, based on the existing problems, this paper designed a set of systems of performance evaluation for the authority unique to its situation,which involved seven aspects:defining the purpose, selecting the subjects properly, setting the targets, calculating the weight, determining the cycles properly, laying great emphasis on the feedback and organizing and carrying out of performance evaluation.
Lastly, this paper also discussed the safeguard measures of performance evaluation of Taoqupo Reservoir Authority in Shaanxi Province.
With analysis of and the solutions to the existing problems in performance evaluation of Taoqupo Reservoir Authority in Shaanxi Province, this study aimed to provide relevant institutions with referential method of performance appraisal to improve this issue.
我国事业单位改革,尤其是事业单位人事制度改革还远远滞后。这种情况已经严重影响到社会主义市场经济体制的建设和完善。因此,积极全面地推进事业单位改革将是我国下一步改革工作的重点。而绩效考评是人事制度改革的有力工具,对事业单位进行绩效考评有着深远的意义。
首先,本文阐述了绩效考评的相关理论即系统理论、激励理论、信息理论和控制理论；介绍了绩效考评所涉及的七方面内容既绩效考评计划；绩效考评主体；绩效考评指标；绩效考评标准；绩效考评权重；绩效考评周期和绩效考评反馈,为绩效考评奠定基础。
其次,本文介绍了陕西省桃曲坡水库管理局绩效考评现状,总结管理局绩效考评存在的问题,并对产生问题的成因进行了分析。
再次,本文根据管理局绩效考评存在的问题从明确绩效考评目的；合理选择考评主体；科学制定考评指标；精确计算权重数值；确定合理考评周期；注重考评信息反馈与有效组织实施绩效考评七个方面为陕西省桃曲坡水库管理局设计出一套适合管理局自身的绩效考评体系。
最后,本文阐述了陕西省桃曲坡水库管理局绩效考评的保障措施,以保障管理局绩效考评的有效实施。
本文研究的主要目的是通过对陕西省桃曲坡水库管理局绩效考评存在的问题进行分析,并针对这些问题设计出了一套适合管理局发展的绩效考评体系,希望对相关事业单位绩效考评提出可参考的方法,并能为事业单位绩效考评水平的提高提供一定的借鉴价值。
Reform of institutions is another major challenge after the restructuring of the government and enterprises. The reform of institutions is the same with the reform of state-owned enterprises and government institutions playing a vital role in establishing and perfecting the socialist market economic system. Meanwhile, the reform of institutions is not only the matching requirement of China's administrative system reform but also practical requirements for themselves marching toward socialization and market-oriented units.
Therefore, it will be China's next focus of reform efforts to push forward the reform of public institutions actively and comprehensively. The lagging of reform is crucial in China's institutions system, particularly in personnel system as a subsystem of which. This situation has seriously affected the establishing and improving of a socialist market economic system. As a powerful tool for the reform of the personnel system, performance evaluation will have a profound effect on the reform of personnel system.
Firstly, this paper discusseed the correlation theory of performance evaluation:system theory,motivation theory, information theory and control theory, and introduced the seven content areas of performance evaluation:the plan,the subjects, the targets, the standard, the weight, the cycles and the feedback of performance evaluation. All of the contents lay a good foundation for performance evaluation.
Secondly, this paper involves the present situation of performance evaluation of Taoqupo Reservoir Authority in Shaanxi Province,and both the existing problems with it and causes of the problems were also discussed.
Thirdly, based on the existing problems, this paper designed a set of systems of performance evaluation for the authority unique to its situation,which involved seven aspects:defining the purpose, selecting the subjects properly, setting the targets, calculating the weight, determining the cycles properly, laying great emphasis on the feedback and organizing and carrying out of performance evaluation.
Lastly, this paper also discussed the safeguard measures of performance evaluation of Taoqupo Reservoir Authority in Shaanxi Province.
With analysis of and the solutions to the existing problems in performance evaluation of Taoqupo Reservoir Authority in Shaanxi Province, this study aimed to provide relevant institutions with referential method of performance appraisal to improve this issue.
引文
[1]许树柏.层次分析法原理[M].天津大学出版社,1988
[2]姜艳萍,樊治平,王欣荣.AHP中判断矩阵一致性改进方法的研究[J].东北大学学报(自然科学版),2001(4)
[3]魏翠萍,章志敏.一种改进判断矩阵一致性的算法[J].系统工程理论与实践,2000(8)
[4]徐泽水.综合判断矩阵的一致性及特征值问题研究[J].系统工程学报,2000(3)
[5]骆正清,杨善林.层次分析法中几种标度的比较[J].系统工程理论与实践,2004(9)
[6]王应明.判断矩阵排序方法综述[J].决策与决策支持系统,1995(3)
[7]成先娟,不确定型层次分析法排序方法的研究[D].广西大学,2006
[8]杜栋,论AHP的标度评价[J].运筹与管理,2000(4)
[9]樊治平,姜艳萍.模糊判断矩阵排序方法研究的综述[J].系统工程,2001(5)
[10]苗青.如何设计考评指标权重[J],管理技术,2004(1)
[11]李学平.用层次分析法求指标权重的标度方法的探讨[J].北京邮电大学学报(社会科学版),2001(1)
[12]郭欣荣.互反型AHP判断矩阵的一致性研究[D].广西大学,2007
[13]王莲芬.层次分析法中排序权数的计算方法[J].系统工程理论与实践,1987(2)
[14]樊为刚,侯丽红.层次分析法的改进[J].科技情报开发与经济,2005(4)
[15]王绪柱,刘进生,魏毅强.模糊判断矩阵的一致性及权重排序[J].系统工程理论与实践,1995(1)
[16]王应明.判断矩阵排序方法综述[J].决策与决策支持系统,1995(3)
[17]高翔.事业单位绩效考评工具库研究[J].经济研究导刊,2009(12)
[18]刘坦.判断矩阵的一致性和权重向量的求解方法研究[D].曲阜师范大学,2008
[19]王莲芬,许树柏.层次分析法引论[M].第一版.中国人民大学出版社,1990
[20]孙柏英,祁光华.公共部门人力资源管理[M].中国人民大学出版社,1999
[21]赵曙明.人力资源管理与开发[M].中国人事出版社,1998
[22]萧明政.现代人事考评技术及其应用[M].中国人民大学出版社,1997
[23]贾中裕.经济与管理数学模型[M].第二版.冶金工业出版社,2000
[24]徐泽水.不确定多属性决策方法及应用[M].清华大学出版社,2004
[25]彭勇行,管理决策分析[M].科学出版社,2000
[26]刘坦.判断矩阵的一致性和权重向量的求解方法研究[D].曲阜师范大学,2008
[27]陈力.事业单位绩效评估机制研究[D].南京师范大学,2004
[28]廖泉文.人力资源考评系统[M].山东人民出版社,2000
[29]孙耀君.西方管理学名著提要[M].江西人民出版社,1995
[30]邓国胜.非营利组织管理[M].社会科学文献出版社,2001
[31]廖小青,何家汉.员工绩效管理系统的设计与实施[M].华南理工大学出版社,2002
[32][美]里贾纳·E·赫兹琳杰等.非营利组织管理[M].北京新华信商业风险管理有限责任公司译校.中国人民大学出版社,2000
[33][英]布莱恩·沃特林.绩效评估手册—帮助你的团队获得组织和员工希望的结果[M].王宾容,张颖,孙志燕译.经济管理出版社,2002
[34]杨东龙.如何考评和评估员工绩效[M].中国经济出版社,2001
[35]张德.人力资源开发与管理[M].清华大学出版社,2001
[36]肖鸣政.现代人事考评技术及其应用[M].中国人民大学出版社,1997
[37]刘视湘,洪炜.国外绩效评估研究[J].中国人才,2001(11)
[38]付亚和,许玉林.绩效考评与绩效管理[M].电子工业出版社,2004
[39]陈力.事业单位绩效评估机制研究[D].南京师范大学,2004
[40]彭剑峰.人力资源管理概论[M].复旦大学出版社,2003
[41]武欣.绩效管理实务手册[M].机械工业出版社,2002
[42]方振邦.绩效管理[M].中国人民大学出版社,2003
[43]阐新民.新人力资源管理[M].中央编译出版社,2002
[44]颜世福.绩效管理[M].机械工业出版社.2007
[45]辞海[M].上海：上海辞书出版社,1999
[46]邱云龙.编制管理概论.北京：中国劳动人事出版社,1987
[47]张静之,王月夫.事业机构编制管理概论[M].北京：中国和平出版社,1990
[48]马国贤.中国公共支出与预算政策[M].上海,上海财经大学出版社,2001
[49]杨晓民,周冀虎.中国单位制度[M].北京,中国经济出版社,2002
[50]事业单位绩效评估的内涵、现状、及其完善[J].中国人民大学书报资料中心,2007(1)
[51]萧鸣政.工作分析的方法与技术[M].北京：中国人民大学出版社,2006
[52]李中斌,王贵军.绩效管理[M].北京：社会科学出版社,2007
[53]L.Mikhaelov. Group prioritization in the AHP by fuzzy preference programming method[J].Computers&Operations Research,2004(31)
[54]SaatyTL.The Analytic Hierarchy Process[M].McGraw — Hill,1980
[55]Sesngupat A,Tapan k. On comparing interval numbers[J].European Journal of Operational Research,2000(1)
[56]LipovetskyS,Conklin M.Robust estimation of priorities in the AHP. European Journal of operational Research,2002(1)
[57]MaleomlB,BureeC,PeetrM.The Dempster-Shafer theory of evidence:an alternative approach to multiertieria decision modelling omega,2000(28)
[58]Malcolm B.DS.AHP method:A mathematical analysis, including an understanding of uncertainty[J]. European Journal of operational Reseaerh,2002(1)
[2]姜艳萍,樊治平,王欣荣.AHP中判断矩阵一致性改进方法的研究[J].东北大学学报(自然科学版),2001(4)
[3]魏翠萍,章志敏.一种改进判断矩阵一致性的算法[J].系统工程理论与实践,2000(8)
[4]徐泽水.综合判断矩阵的一致性及特征值问题研究[J].系统工程学报,2000(3)
[5]骆正清,杨善林.层次分析法中几种标度的比较[J].系统工程理论与实践,2004(9)
[6]王应明.判断矩阵排序方法综述[J].决策与决策支持系统,1995(3)
[7]成先娟,不确定型层次分析法排序方法的研究[D].广西大学,2006
[8]杜栋,论AHP的标度评价[J].运筹与管理,2000(4)
[9]樊治平,姜艳萍.模糊判断矩阵排序方法研究的综述[J].系统工程,2001(5)
[10]苗青.如何设计考评指标权重[J],管理技术,2004(1)
[11]李学平.用层次分析法求指标权重的标度方法的探讨[J].北京邮电大学学报(社会科学版),2001(1)
[12]郭欣荣.互反型AHP判断矩阵的一致性研究[D].广西大学,2007
[13]王莲芬.层次分析法中排序权数的计算方法[J].系统工程理论与实践,1987(2)
[14]樊为刚,侯丽红.层次分析法的改进[J].科技情报开发与经济,2005(4)
[15]王绪柱,刘进生,魏毅强.模糊判断矩阵的一致性及权重排序[J].系统工程理论与实践,1995(1)
[16]王应明.判断矩阵排序方法综述[J].决策与决策支持系统,1995(3)
[17]高翔.事业单位绩效考评工具库研究[J].经济研究导刊,2009(12)
[18]刘坦.判断矩阵的一致性和权重向量的求解方法研究[D].曲阜师范大学,2008
[19]王莲芬,许树柏.层次分析法引论[M].第一版.中国人民大学出版社,1990
[20]孙柏英,祁光华.公共部门人力资源管理[M].中国人民大学出版社,1999
[21]赵曙明.人力资源管理与开发[M].中国人事出版社,1998
[22]萧明政.现代人事考评技术及其应用[M].中国人民大学出版社,1997
[23]贾中裕.经济与管理数学模型[M].第二版.冶金工业出版社,2000
[24]徐泽水.不确定多属性决策方法及应用[M].清华大学出版社,2004
[25]彭勇行,管理决策分析[M].科学出版社,2000
[26]刘坦.判断矩阵的一致性和权重向量的求解方法研究[D].曲阜师范大学,2008
[27]陈力.事业单位绩效评估机制研究[D].南京师范大学,2004
[28]廖泉文.人力资源考评系统[M].山东人民出版社,2000
[29]孙耀君.西方管理学名著提要[M].江西人民出版社,1995
[30]邓国胜.非营利组织管理[M].社会科学文献出版社,2001
[31]廖小青,何家汉.员工绩效管理系统的设计与实施[M].华南理工大学出版社,2002
[32][美]里贾纳·E·赫兹琳杰等.非营利组织管理[M].北京新华信商业风险管理有限责任公司译校.中国人民大学出版社,2000
[33][英]布莱恩·沃特林.绩效评估手册—帮助你的团队获得组织和员工希望的结果[M].王宾容,张颖,孙志燕译.经济管理出版社,2002
[34]杨东龙.如何考评和评估员工绩效[M].中国经济出版社,2001
[35]张德.人力资源开发与管理[M].清华大学出版社,2001
[36]肖鸣政.现代人事考评技术及其应用[M].中国人民大学出版社,1997
[37]刘视湘,洪炜.国外绩效评估研究[J].中国人才,2001(11)
[38]付亚和,许玉林.绩效考评与绩效管理[M].电子工业出版社,2004
[39]陈力.事业单位绩效评估机制研究[D].南京师范大学,2004
[40]彭剑峰.人力资源管理概论[M].复旦大学出版社,2003
[41]武欣.绩效管理实务手册[M].机械工业出版社,2002
[42]方振邦.绩效管理[M].中国人民大学出版社,2003
[43]阐新民.新人力资源管理[M].中央编译出版社,2002
[44]颜世福.绩效管理[M].机械工业出版社.2007
[45]辞海[M].上海：上海辞书出版社,1999
[46]邱云龙.编制管理概论.北京：中国劳动人事出版社,1987
[47]张静之,王月夫.事业机构编制管理概论[M].北京：中国和平出版社,1990
[48]马国贤.中国公共支出与预算政策[M].上海,上海财经大学出版社,2001
[49]杨晓民,周冀虎.中国单位制度[M].北京,中国经济出版社,2002
[50]事业单位绩效评估的内涵、现状、及其完善[J].中国人民大学书报资料中心,2007(1)
[51]萧鸣政.工作分析的方法与技术[M].北京：中国人民大学出版社,2006
[52]李中斌,王贵军.绩效管理[M].北京：社会科学出版社,2007
[53]L.Mikhaelov. Group prioritization in the AHP by fuzzy preference programming method[J].Computers&Operations Research,2004(31)
[54]SaatyTL.The Analytic Hierarchy Process[M].McGraw — Hill,1980
[55]Sesngupat A,Tapan k. On comparing interval numbers[J].European Journal of Operational Research,2000(1)
[56]LipovetskyS,Conklin M.Robust estimation of priorities in the AHP. European Journal of operational Research,2002(1)
[57]MaleomlB,BureeC,PeetrM.The Dempster-Shafer theory of evidence:an alternative approach to multiertieria decision modelling omega,2000(28)
[58]Malcolm B.DS.AHP method:A mathematical analysis, including an understanding of uncertainty[J]. European Journal of operational Reseaerh,2002(1)