Research On Optimization Of Performance Management System Of Local Taxation Bureau In Nujiang Prefecture

As China’s government deepens the reform, performance management is not only a significant tool and method of modern enterprise human resource management, but also has been greatly introduced into the party and government departments at all levels. Compared with the development of enterprise performance management, our government’s performance management was not quite effective with its late stat. Therefore, it has essential theoretical and realistic significance to obtain a correct understanding of performance management and a scientific implementation of performance management by government and party departments as well as to a deep government reform.From-top-to-bottom performance management in tax system just started. In 2014, it began several pilot areas in certain provinces and institutions; from 2015 the whole tax system officially launched performance management. In order to carry out effectively, tax system has been doing researches. However, because of limited time and less experiences, the localization of performance management needs to strengthen and problems, especially in Nujiang area, needs to be solved.Nujiang is located in the bordering area of China’s southwest. Its social development and economic progress have falling behind and the overall quality is relatively low since the natural, geographic and cultural factors. Though providing a huge task of local taxation, the income of Nujiang District Tax Bureau has always been quite low because of limited economic total revenue, which urges it for higher quality,better image and improved management system. According to the relating profiles of Nujiang District Tax Bureau in the latter half year of 2014 and 2015, face-to-face talk with management staff and questionnaire results from all the workers in the bureau showed the following problems:1) serious lack of well-governed management and well-skilled workers,2) disconnection between goals and strategy,3) wrong judgment of performance management with performance evaluation.4) lack of communication among management process and low involvement of employees,5) unclear responsibility,6) fixed pattern that hard to reflect real situation,7) useless feedback,8) insufficient use of evaluation results. Of all these problems, we can trace its underlying reasons as follows:1) lack of performance management awareness and yielding to collective warmth; 2) there is no rigid constraint to the application of performance management evaluation results;3) confusion of Procedural appraisal indicators and results evaluation indicators; 4) imperfect overall system design of performance management index; 5) realism dilemma of performance evaluation result incentives.By discussion and summarization of the existing theoretical research at home and abroad, the article aims to optimize performance management in human resource management of Nujiang Local Taxationg Bureau and put forward to an overall ideas and specific solutions. Meanwhile, implementation plan, safeguard and some other relevant problem-solution to performance management would be taken into account.The purpose of this study is to change the present extensive human resources management in Nujiang Local Taxationg Bureau and make complete effective performance management process with the close observation to the actual situation of Nujiang Local Taxationg Bureau performance management which will enable to greatly improve the employees’ability and overall performance. And it also hopefully would be helpful for a better management mode to more administrative departments.