The Judicial Performance Management Of Human Resources Of China

With the new economic era, human resources have become an important resource for the organization., human resources, has as the core resources of the enterprise or company based on the position of the primary resources in business, but also cannot be copied a unique resource in the company. However, organizational performance management were an important content of in human resources management system. and other human resource management activities that the basic means of taking information. The special nature of the judiciary as government agencies, although its nature is different from the business and the company, but its staff as an external public sector services is particularly important, their personnel, their performance management also plays a vital organ of the efficiency the role. However, because of the judiciary is a government agency, human resources in administering large great disadvantages. Therefore, the human resources of the judiciary is very important for performance evaluation. However, due to the nature of the judiciary and the nature of business or company there are differences. How to performance of the judicial management of human resources is very important, it is also the content of this paper.This paper is divided into six main part of the specific. The first part briefly describes the meaning and purpose of this study, so that the reader knows better the research topics, meaning and methods. And the main is the overview of domestic and foreign government performance management and performance management of the judiciary at home and abroad, point out that the current government and judicial organs of China's lack of performance management. The third part is the foundation of human resource management, study the theoretical significance of human resource management mainly from the Maslow hierarchy of needs theory, X theory, Y theory, Z theory. The fourth part study the status of the judicial human resources performance management and performance management and the theoretical basis of performance management above the theoretical analysis. Part Ⅴ of the above analysis on the basis of four parts, design the system of our judicial human resource performance management. Part Ⅵ is the main conclusions of this paper and policy recommendations.