Research On C Hinese Government Judicial Human Resources Performance Management

With the social reforms deepening and the rapid economic development, China is entering into a new historical phase and will usher in a new challenge. During the social transforming period, the social contradictions will be more prominent, showing in more intense ways and with more diverse species. Facing the new situation, improving the performance management of our judicial huam resources, the efficiency of our judiciary and arousing the working enthusiasm of judicial officials are the basis ways for meeting the shortage of judicial officials, the first choices for solving the problem of performance management on judicial human resources and the important ways for resolving the contradictions among the people. This thesis takes the human resources performance management theory as the theoritical basis and combines with the working and occupational characteristics of our judicial officials to do the research on this issue. The thesis generally include the following parts:1. In view of our judicial human resources management, the thesis firstly introduces the management system in different levels and analyzes the management laws, regulations and policies. Then the thesis proposes the restricting elements in our judicial human resources performance management that the subject factors, the indicator factors and the regulation factors.2. In view of the working and occupational characteristics of our judicial officials, the thesis makes comparisons and contrasts between the judicial officials' performance management and the public officials'performance management. By doing research on the management plan, the classification and process of performance evaluation, the thesis establishes the theoritical basis of our judicial human resources performance management system.3. In view of the relatively low evaluation levels of our judicial human resources performance management, according to the objective, comrehensive and significant principles, the thesis proposes an indicator system for our judicial human resources performance management. The thesis uses the level analysis----fuzzy comrehensive evaluation method to evaluate the judical human resources performance assessment and find that the management system can still be improved.4. In view of the poor application of the assessment results of the judicial human resources management, the thesis recommends that the performance appraisal is a crucial espect in human resources performance management and the appraisal result has objectivity and authenticity. Giving prominence to the use of the appraisal results of the judicial human resources performance management can improve the efficiency of our judiciary, arouse their working enthusiasm and enhance the credibility of our judicial enforcement.5. In order to enhance the efficiency of our judiciary, we should always revise the our judicial human resources performance management, straighten our the relations among the espects of performance management, establish a scientific assessment objective, develop an envirnment for the judicial human resources performance management and perfect the feedback system for the performance assessment in judicial human resources management.Keeping pace with the times has been the main topic for the era. To reform the political system, perfect the human resources management and establish a practical performance management on judicail human resources has great theoritical and practical meanings and reference values.