Research On Optimization Orientation Of Human Resources Performance Management

With the continuous development of society,especially the deepening of reform,government departments have gradually changed from power-oriented to service-oriented,so the government's performance appraisal methods should be adjusted accordingly.This paper mainly studies the methods of optimizing the performance management of human resources in government departments,combs the research status of the optimization of performance management at home and abroad,and analyses the current situation of the practice of performance management system in human resources management of government departments in China.Based on the example of government departments,this paper chooses the performance management case of government departments.Through the analysis and study of the examples,the main problems and their causes in the performance management of our government departments are obtained.In view of the problems in the performance management,a series of measures are put forward to optimize the performance management from the aspects of assessment basis,assessment process,performance evaluation and assessment results.In order to mobilize the enthusiasm of government staff,achieve the effective transformation of government departments,and improve the public image of government departments.In terms of the basis of evaluation,this paper puts forward some effective measures to improve the performance appraisal of human resources in government departments,such as setting up multiple performance management systems for different positions,interpreting and delivering performance management appraisal system,and considering the nature of work when designing performance management appraisal indicators.Effective measures to improve the performance appraisal of human resources in government departments are to understand performance management,to divide positions before performance management,to divide levels before performance management,to increase external supervision in the performance appraisal link,to increase confirmation and appeal channels after the performance appraisal link,and to improve the performance appraisal of human resources in government departments.On the one hand,it puts forward effective measures to improve the performance appraisal of human resources in government departments,such as formulating specific and targeted appraisal standards,adopting advanced and scientific appraisal methods,reducing the weight of leaders in performance appraisal,increasing the grade of appraisal results,etc.On the other hand,it puts forward incentives to increase the application of appraisal results.Effective measures to improve the performance appraisal of human resources in government departments,such as system,rational allocation of outstanding individual quotas,timely accumulation of experience and lessons,etc.