公务员绩效考核体系研究
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摘要
公务员队伍是我国行政主体的重要组成部分,其素质状况直接影响党的领导水平和执政能力,决定着政府的管理水平和效率。如何建立完善公务员绩效考核机制,充分发挥公务员的积极性、创造性和工作水平,成为摆在我们面前一个急待解决的问题。如果要从实践上和制度上分析公务员绩效考核的特点和作用,首先要以小看大,从基层公务员绩效考核的现状来进行分析研究,把小地区的情况作为研究的切入点。本文正是从长春市南关区公务员的绩效考核为研究的切入点,阐述长春市南关区的公务员绩效考核的现状,分析存在的问题及产生的原因,提出长春市南关区公务员绩效考核的有效实施途径,以期为其他地区公务员绩效考核提出实践借鉴。
论文分为四个部分。第一部分为绪论,阐述了本论文研究的背景、目的和意义,通过对国内外研究现状的综述,提出了本论文的创新及不足之处；第二部分为公务员绩效考核的相关概念内涵剖析和公务员绩效考核的理论基础概述,如目标管理理论、工作分析理论、组织公平感理论、政府再造理论、人力资本理论等；第三部分以长春市南关区公务员绩效考核为案例,分析了长春市南关区公务员绩效考核的发展现状。在搜集了长春市南关区公务员考核的详实资料的基础上,对目前长春市南关区公务员绩效考核体系进行了深入的调查研究。从而在多个方面剖析了长春市南关区公务员绩效考核中存在的问题及原因；在第四部分中,论文主要对长春市南关区绩效考核体系进行设计,按照激励性、公正性、可操作性及分类考核等原则,系统设计了长春市南关区公务员绩效考核的指标体系,同时为确保考核体系的有效运行,提出若干保障机制。
The official troop is our country administration main body important component, its quality condition immediate influence party leader level and ruling ability, are deciding government's management level and the efficiency. How to establish consummates the official achievements inspection mechanism, displays official's enthusiasm, the creativity and the work level fully, becomes suspends in front of us a pending issue. If must analyzes the official achievements inspection from the practice and the system the characteristic and the function, must first despise in a big way, conducts the analytical study from the basic unit official achievements inspection's present situation, takes the research the subarea situation the breakthrough point. This article is precisely from Changchun South Gate area official's achievements inspection for the research breakthrough point, elaborated Changchun South Gate area's official achievements inspection's present situation, the analysis existence's question and produces the reason, proposed Changchun South Gate area official achievements inspection's effective implementation way, take the time as other local official achievements inspection proposed the practice uses for reference.
The paper divides into four parts. The first part is an introduction, elaborated the present paper research's background, the goal and the significance, through to the domestic and foreign research present situation's summary, proposed the present paper innovation and the deficiency; The second part for official achievements inspection related concept connotation analysis and official achievements inspection rationale outline, like management by objectives theory, work analysis theory, organization fair feeling theory, government restoration theory, human capital theory and so on; The third part take Changchun South Gate area official achievements inspection as a case, has analyzed Changchun South Gate area official achievements inspection development present situation. The paper in has collected in Changchun South Gate area official achievements inspection detailed material foundation, established obtained the questionnaire which various units officials approved, and has conducted the thorough investigation and study to the present Changchun South Gate area official achievements inspection system. Thus in many aspects analyzed the question which in Changchun South Gate area official achievements inspection exists, and has analyzed reason; In the fourth part, the paper mainly carries on the design to Changchun South Gate area achievements inspection system. The quota with the principle which determines the nature of unifies, the system design Changchun South Gate area official achievements inspection's indicator system, to have guaranteed simultaneously that the inspection system's effective movement, proposes certain safeguard mechanism.
论文分为四个部分。第一部分为绪论,阐述了本论文研究的背景、目的和意义,通过对国内外研究现状的综述,提出了本论文的创新及不足之处；第二部分为公务员绩效考核的相关概念内涵剖析和公务员绩效考核的理论基础概述,如目标管理理论、工作分析理论、组织公平感理论、政府再造理论、人力资本理论等；第三部分以长春市南关区公务员绩效考核为案例,分析了长春市南关区公务员绩效考核的发展现状。在搜集了长春市南关区公务员考核的详实资料的基础上,对目前长春市南关区公务员绩效考核体系进行了深入的调查研究。从而在多个方面剖析了长春市南关区公务员绩效考核中存在的问题及原因；在第四部分中,论文主要对长春市南关区绩效考核体系进行设计,按照激励性、公正性、可操作性及分类考核等原则,系统设计了长春市南关区公务员绩效考核的指标体系,同时为确保考核体系的有效运行,提出若干保障机制。
The official troop is our country administration main body important component, its quality condition immediate influence party leader level and ruling ability, are deciding government's management level and the efficiency. How to establish consummates the official achievements inspection mechanism, displays official's enthusiasm, the creativity and the work level fully, becomes suspends in front of us a pending issue. If must analyzes the official achievements inspection from the practice and the system the characteristic and the function, must first despise in a big way, conducts the analytical study from the basic unit official achievements inspection's present situation, takes the research the subarea situation the breakthrough point. This article is precisely from Changchun South Gate area official's achievements inspection for the research breakthrough point, elaborated Changchun South Gate area's official achievements inspection's present situation, the analysis existence's question and produces the reason, proposed Changchun South Gate area official achievements inspection's effective implementation way, take the time as other local official achievements inspection proposed the practice uses for reference.
The paper divides into four parts. The first part is an introduction, elaborated the present paper research's background, the goal and the significance, through to the domestic and foreign research present situation's summary, proposed the present paper innovation and the deficiency; The second part for official achievements inspection related concept connotation analysis and official achievements inspection rationale outline, like management by objectives theory, work analysis theory, organization fair feeling theory, government restoration theory, human capital theory and so on; The third part take Changchun South Gate area official achievements inspection as a case, has analyzed Changchun South Gate area official achievements inspection development present situation. The paper in has collected in Changchun South Gate area official achievements inspection detailed material foundation, established obtained the questionnaire which various units officials approved, and has conducted the thorough investigation and study to the present Changchun South Gate area official achievements inspection system. Thus in many aspects analyzed the question which in Changchun South Gate area official achievements inspection exists, and has analyzed reason; In the fourth part, the paper mainly carries on the design to Changchun South Gate area achievements inspection system. The quota with the principle which determines the nature of unifies, the system design Changchun South Gate area official achievements inspection's indicator system, to have guaranteed simultaneously that the inspection system's effective movement, proposes certain safeguard mechanism.
引文
[1]李文良.公共部门与人力资源管理[M].吉林人民出版社,2003.
[2]胡宁生,李伟.公务员绩效管理读本[M].中国人事出版社,2006.
[3]董克用.公共管理与政策评论[M].中国人民大学出版社,2006.
[4]江苏省人事厅组织.公务员公众形象读本[M].江苏人民出版社,2006.
[5]卓越.公务员绩效评估[M].国人民大学出版社,2010.
[6]石伟.论公务员绩效考核与德能勤绩[J].广东社会科学,2004(6).
[7]袁东.美国公务员的工作考评[J].中国行政管理,2003(1)：43-44.
[8]杨学娟.公务员绩效考核：实践困境与对策[J].天水行政学院学报,2005(4)：23-25.
[9]绩效考核：能否激活公务员考评体系——关于公务员绩效考核的对话[J].中国人才,2005(23)：9-12.
[10]李明.基于平衡记分卡的党政部门绩效示标体系初探[J].中国行政管理,2006(15)：22-24.
[11]李林,曹文华,毕海普.基于SMART原则的企业安全文化评价体系研究[J].中国安全科学学报,2007(2)：121-128.
[12]石佑启.WTO对中国行政法治建设的影响[J]..中国法学,2006(1)：22-24.
[13]刘泽双.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.
[14]汪旻艳.论公务员绩效考核制度的功能性障碍[J].重庆邮电大学学报(社会科学版),2007(1)：74-78.
[15]王丛漫.模糊综合评判法在我国公务员绩效考核中的应用[J].河北大学学报(自然科学版),2007(2)：19-24.
[16]刘维佳.我国公务员绩效考核的问题及其对策分析[J].技术与市场,2007(2)：92-94.
[17]衡霞.公务员绩效考核的基础理论研究[J].理论界,2007(5)：9-10.
[18]刘子文.论公务员绩效考核中“德”的考核[J].辽宁行政学院学报,2007(6)：94-95.
[19]刘齐巍.国家公务员绩效考核体系中的问题诊断与对策探讨[J].福建论坛(社科教育版),2007(6)：95-101.
[20]孟凡仲.国家公务员绩效考核策略研究[J].社会科学战线,2007(5)：180-184.
[21]刘彦.完善我国公务员绩效考核评价体系的思考[J].中共合肥市委党校学报,2007(4)：27-30.
[22]黄显中.我国公务员绩效考核的现存问题及改进策略[J].湖南财经高等专科学校学报,2008(1)：27-30.
[23]衡霞.公务员绩效考核的环境建设[J].四川行政学院学报,2008(2)：28-30.
[24]孟凡仲.国家公务员绩效考核制度宏观构想[J].行政与法,2008(6)：55-57.
[25]夏忠.浅议我国公务员绩效考核改革的方向[J].商业时代,2008(22)：68-69.
[26]张丽红.《公务员法》实施以来政府部门公务员绩效考核现状及对策[J].生产力研究,2008(18).
[27]王晓莉.基于胜任力模型的公务员绩效考核制度设计[J].人才资源开发,2008(12)：30-32.
[28]丰俊功.基层公务员分类分等绩效考核[J].行政论坛,2009(1)：41-43.
[29]李海峰.论我国公务员绩效考核的结果管理[J].广州广播电视大学学报,2009(2.)：98-103.
[30]陈琴.我国公务员绩效考核须实现六个转变[J].求索,2009(5)：83-84.
[31]仙珠.少数民族地区公务员绩效考核研究[J].青海民族学院学报,2009(3)：65-67.
[32]丰俊功.公务员量化绩效考核的发展与反思[J].党政干部论坛,2009(9)：9-11.
[33]郭春良.对我国公务员绩效考核的探析[J].经济师,2009(9)：59-60.
[34]王达梅.我国公务员绩效考核指标体系的问题与对策[J].兰州大学学报(社会科学版),2009(6)：100-105.
[35]朱刚.公务员绩效考核难题解读[J].内蒙古农业大学学报(社会科学版),2009(6)：96-98.
[36]张宏伟.乡镇公务员绩效考核问题探究[J].经济研究导刊,2009(35)：199-200.
[37]胡晓东.论美国联邦政府公务员的绩效考核——兼谈中国政府公务员绩效管理[J].天津行政学院学报,2010(2)：51-57.
[38]张阳.美、英国家公务员绩效考核的特点与启示[J].人口与经济,2010(1)：59-60.
[39]耿建亮.西方国家公务员绩效考核的经验及其借鉴价值[J].广西师范大学学报(哲学社会科学版),2010(1)：132-135.
[40]孟威.政府绩效管理与评估对公务员绩效考核的影响[J].行政与法,2010(5)：49-52.
[41]孔杰.我国公务员绩效考核存在的问题及对策研究[J].经济与社会发展,2010(3)：26-29.
[42]孙宝文.论G2G电子政务应用的建设原则——以无锡市公务员绩效考核考评系统为例[J].行政管理改革,2010(7)：36-38.
[43]张强.基于绩效导向的非领导职务公务员考核：反思与构建[J].中国行政管理,2010(5)：121-123.
[44]胡君辰,宋源.绩效管理,四川人民出版社,2008(3)：38-42.
[45][美]Milkovich, G. T. Pay for Performance, Evaluating Performance Appraisal and merit pay. Washtington:DC National Academy Press,1991:121.
[46]Gareth Mougan. Riding the Waves of Change. Renmin University of China Press,2002:1
[47]Katz, D.& Kahn, The social psychology of organization(2nd), New Youk:John Wiley Publishers,1987.56-58.
[48]Campbell, J. P. Handbook of industrial and Organizational Psychology,2nded.,Palolto, CA:ConaultingPsychology is ts press,1990:687-732.
[49]N. Schmitt,& W. C. Bormaned., Personnel Selection in Organizations, San Francisco:Joss-Bass Publishers,1993:71-98.
[2]胡宁生,李伟.公务员绩效管理读本[M].中国人事出版社,2006.
[3]董克用.公共管理与政策评论[M].中国人民大学出版社,2006.
[4]江苏省人事厅组织.公务员公众形象读本[M].江苏人民出版社,2006.
[5]卓越.公务员绩效评估[M].国人民大学出版社,2010.
[6]石伟.论公务员绩效考核与德能勤绩[J].广东社会科学,2004(6).
[7]袁东.美国公务员的工作考评[J].中国行政管理,2003(1)：43-44.
[8]杨学娟.公务员绩效考核：实践困境与对策[J].天水行政学院学报,2005(4)：23-25.
[9]绩效考核：能否激活公务员考评体系——关于公务员绩效考核的对话[J].中国人才,2005(23)：9-12.
[10]李明.基于平衡记分卡的党政部门绩效示标体系初探[J].中国行政管理,2006(15)：22-24.
[11]李林,曹文华,毕海普.基于SMART原则的企业安全文化评价体系研究[J].中国安全科学学报,2007(2)：121-128.
[12]石佑启.WTO对中国行政法治建设的影响[J]..中国法学,2006(1)：22-24.
[13]刘泽双.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.
[14]汪旻艳.论公务员绩效考核制度的功能性障碍[J].重庆邮电大学学报(社会科学版),2007(1)：74-78.
[15]王丛漫.模糊综合评判法在我国公务员绩效考核中的应用[J].河北大学学报(自然科学版),2007(2)：19-24.
[16]刘维佳.我国公务员绩效考核的问题及其对策分析[J].技术与市场,2007(2)：92-94.
[17]衡霞.公务员绩效考核的基础理论研究[J].理论界,2007(5)：9-10.
[18]刘子文.论公务员绩效考核中“德”的考核[J].辽宁行政学院学报,2007(6)：94-95.
[19]刘齐巍.国家公务员绩效考核体系中的问题诊断与对策探讨[J].福建论坛(社科教育版),2007(6)：95-101.
[20]孟凡仲.国家公务员绩效考核策略研究[J].社会科学战线,2007(5)：180-184.
[21]刘彦.完善我国公务员绩效考核评价体系的思考[J].中共合肥市委党校学报,2007(4)：27-30.
[22]黄显中.我国公务员绩效考核的现存问题及改进策略[J].湖南财经高等专科学校学报,2008(1)：27-30.
[23]衡霞.公务员绩效考核的环境建设[J].四川行政学院学报,2008(2)：28-30.
[24]孟凡仲.国家公务员绩效考核制度宏观构想[J].行政与法,2008(6)：55-57.
[25]夏忠.浅议我国公务员绩效考核改革的方向[J].商业时代,2008(22)：68-69.
[26]张丽红.《公务员法》实施以来政府部门公务员绩效考核现状及对策[J].生产力研究,2008(18).
[27]王晓莉.基于胜任力模型的公务员绩效考核制度设计[J].人才资源开发,2008(12)：30-32.
[28]丰俊功.基层公务员分类分等绩效考核[J].行政论坛,2009(1)：41-43.
[29]李海峰.论我国公务员绩效考核的结果管理[J].广州广播电视大学学报,2009(2.)：98-103.
[30]陈琴.我国公务员绩效考核须实现六个转变[J].求索,2009(5)：83-84.
[31]仙珠.少数民族地区公务员绩效考核研究[J].青海民族学院学报,2009(3)：65-67.
[32]丰俊功.公务员量化绩效考核的发展与反思[J].党政干部论坛,2009(9)：9-11.
[33]郭春良.对我国公务员绩效考核的探析[J].经济师,2009(9)：59-60.
[34]王达梅.我国公务员绩效考核指标体系的问题与对策[J].兰州大学学报(社会科学版),2009(6)：100-105.
[35]朱刚.公务员绩效考核难题解读[J].内蒙古农业大学学报(社会科学版),2009(6)：96-98.
[36]张宏伟.乡镇公务员绩效考核问题探究[J].经济研究导刊,2009(35)：199-200.
[37]胡晓东.论美国联邦政府公务员的绩效考核——兼谈中国政府公务员绩效管理[J].天津行政学院学报,2010(2)：51-57.
[38]张阳.美、英国家公务员绩效考核的特点与启示[J].人口与经济,2010(1)：59-60.
[39]耿建亮.西方国家公务员绩效考核的经验及其借鉴价值[J].广西师范大学学报(哲学社会科学版),2010(1)：132-135.
[40]孟威.政府绩效管理与评估对公务员绩效考核的影响[J].行政与法,2010(5)：49-52.
[41]孔杰.我国公务员绩效考核存在的问题及对策研究[J].经济与社会发展,2010(3)：26-29.
[42]孙宝文.论G2G电子政务应用的建设原则——以无锡市公务员绩效考核考评系统为例[J].行政管理改革,2010(7)：36-38.
[43]张强.基于绩效导向的非领导职务公务员考核：反思与构建[J].中国行政管理,2010(5)：121-123.
[44]胡君辰,宋源.绩效管理,四川人民出版社,2008(3)：38-42.
[45][美]Milkovich, G. T. Pay for Performance, Evaluating Performance Appraisal and merit pay. Washtington:DC National Academy Press,1991:121.
[46]Gareth Mougan. Riding the Waves of Change. Renmin University of China Press,2002:1
[47]Katz, D.& Kahn, The social psychology of organization(2nd), New Youk:John Wiley Publishers,1987.56-58.
[48]Campbell, J. P. Handbook of industrial and Organizational Psychology,2nded.,Palolto, CA:ConaultingPsychology is ts press,1990:687-732.
[49]N. Schmitt,& W. C. Bormaned., Personnel Selection in Organizations, San Francisco:Joss-Bass Publishers,1993:71-98.