The Official Service Performance Evaluation Under The Context Of Knowledge Management

Performance evaluation of official throughout the civil service system is a key link in the chain and is also a complicated engineering of system. Because of the special nature of official group, the performance evaluation is very complex and difficult to be implemented, and it is needed to be judged and guided by the specific tools and systems. In the current appraisal systems for officials, there are five main factors, including moral character, ability, diligence, achievements, and incorruptness. Although the five evaluation indicators are very comprehensive, but they are only some of principles, and are only with a macro guiding significance. The performance appraisal criteria are too general and mistiness, abstract and conceptualization. A general and vague assessment criterion often leads to the distortion of examining results, which seriously affected the fairness and effectiveness of the evaluation.The appearing knowledge-based economy era poses new challenges and adds new content to the appraisal of civil service performance. This is the same as the point hold by Professor Xia Shuzhang, a well-known scientist on public administration, that the knowledge management is a new topic and to study public administration must pay attention to its rise. How to make the civil service performance evaluation meet the requirements of the developing society and establish a more responsive, responsible, efficient and effective, scientific and rational model of performance evaluation is a problem worthy being explored and researched on.At present, the appraisal of civil service performance under the circumstance of knowledge management is a provisional subject. On the full basis of works carried out by other researchers, a bold experiment and exploration is conducted in this thesis.In order to enhance the scientificity and effectiveness of the study, leadership positions in the civil service are selected as subject in this article. Firstly,the thesis focuses on developing new criteria on knowledge management capacity of civil service. The performance of the civil service is proposed to be used as a criterion to evaluate knowledge management capabilities, and the tool measuring the performance of the civil service is developed based on the initial criteria on the civil service performance evaluation. The structure of the performance of the civil service is determined, and finally, the criteria on the evaluation of the civil service performance are determined.Secondly,the thesis study on the structural elements of the knowledge management capabilities of the Civil Service. Based on research findings published, through methods of critical incidents interview and content analysis, and by taking the 360-feedback technology, the structural elements of the knowledge management capabilities of the civil service are investigated. Involves the study on the assessment of the knowledge management capacities of the civil service. A semantic variable is proposed to express the ambiguity of subjective assessment. The fuzzy Delphi method is utilized to screen the important evaluation indicators in the assessment level, and in combination of the fuzzy analytic hierarchy method, the weights of all levels are calculated, in order to judge the performance of the knowledge management capacities of civil service and the evaluation model of the knowledge management of civil savants. Thirdly,the interview concerns the investigation on the relationship between the knowledge management capability of the civil service and its performance. Based on the construction and verification of the model for the relationship between the knowledge management capability of the civil service and its performance, it is proved that the knowledge management capability of civil service correlates closely to its performance, that the knowledge management capability of civil service has a significant effect on its performance, and that different dimensions of knowledge management capability of the civil service have different prediction effects on the various dimensions of performance of civil servants. Furthermore, it is demonstrated that the model for the evaluation of the knowledge management capability of the civil service, which is constructed by Sanzhong, is a criterion based on the performance, can effectively predict the performance of civil servants, and can distinguish between persons with outstanding and ordinary performances.Finally, the nature of the competence of the civil servants in the context of the knowledge-based economy is improved, and on this basis, the model for the evaluation of performance of the civil servants is constructed by using rough set and information entropy theory. The validity of the model is verified through empirical analysis.Through a systematic exposition, finally, many conclusions are drawn, which includes:the civil service performance is the criterion of their knowledge management capabilities; the knowledge management capabilities of civil servants are composed of six dimensions, including knowledge acquisition, knowledge storage, knowledge conversion, knowledge application, knowledge sharing and knowledge innovation; the knowledge management capability of civil service correlates closely to its performance in the context of knowledge management; the knowledge management should be taken into account in the evaluation of the civil service performance in the context of knowledge management.This thesis achieves innovation in the theories and methods. First, the structure of civil service performance to achieve innovation theory, this paper presents the performance of the civil service structure from "task performance" and "contextual performance" component, the structure of civil service performance of the civil service classification performance measure provides a theoretical guidelines, in order to improve the effectiveness and accuracy of official examination provides a theoretical basis. Second, the civil service performance evaluation of paper made for innovation, the use of rough set and information entropy theory is applied to evaluate the performance of civil servants.Because of rough set in dealing with ambiguity and uncertainty issues more effectively, can greatly reduce the randomness of the algorithm design, performance evaluation of civil servants which is an important innovation.