Performance Assessment System Of Local Government Department

Performance appraisal is to improve the efficiency of local government is one important way,the current performance evaluation of local government there are many problems,resulting in poor performance evaluation of local government are many reasons, we must attach importance to performance evaluation,establish a scientific system of aspects of performance evaluation of local government to solve the problem, the future performance evaluation of local government will be more positive towards a reasonable direction.Performance appraisal as an effective business management tool in the evaluation and motivate employees,enhance vitality and competitiveness,promote enterprise development and improving the status of the enterprise market to play a crucial role is the core of enterprise human resource management local government reform and development process there are many problems,enterprises benefit unsatisfactory, many scholars in many ways to find causes and propose solutions to this problem. But the authors believe that the issue of local government lies in the people, good management is to improve the local government the most important ways, it is necessary to study how to properly manage local government employees, performance appraisal is the local government to effectively manage one of the main staff, the current majority of local government there are difficulties in implementing a performance appraisal,performance appraisal and development strategy out of line, performance appraisal time rigid and at all levels of managers and employees to participate enough, the lack of quantitative assessment, clear performance evaluation index,evaluation of indicators from the job responsibilities work tasks,performance evaluation unrealistic not to create an effective feedback mechanism, etc. So that the whole local government ineffective performance appraisal system,staff from rebel and not reach the desired objective assessment, and even lead to a lot of brain drain. To address this problem,this article from the current existence of local government performance evaluation analysis and discussion of key issues to try to make suitable for the performance of China's local government and effective ways and means of assessment. Performance evaluation of local government is the government's local government and the key foundation of scientific management, which has staff appointments, rewards and punishments, pay system design and training, provide an objective basis for the staff improve their work, seeking to develop and improve the management efficiency of the government's important way. With the constant improvement of the performance appraisal system, local government employee performance appraisal performance appraisal system as a "hub" will also be gradually standardized scientific legal and systematic.With economic globalization and China's civil aviation market continues to open up China's civil aviation enterprises are facing fierce competition in domestic and foreign markets. Human resources management has become the most important business management function of the middle management is the enterprise to gain a competitive advantage,core strength they are both the principal creator of enterprise benefits, but also the grass-roots organizers of production activities, and their direct impact on performance to the enterprise's production and management. Therefore, to establish scientific and standardized performance appraisal system for middle managers to make sure the implementation of various strategic decisions to ensure that enterprised elopment and performance.With China's accession to WTO,China's economy will be greater scope to integration into the global economic integration process. Domestic enterprises will face competition from powerful multinational companies a strong challenge. As competition continues to accelerate,business growth will mainly depend on efficient management system and a system to cultivate the unique competitive edge. The effectiveness of performance management reflects the ability of the implementation of corporate strategy and its importance more and more aroused the concern of managers. The performance management focus is to establish a scientific and modern sound performance evaluation system. Company employees in order to have the ability to conduct timely and effective incentives to stimulate their creative passion and enthusiasm for hard work, you need to establish a sound performance appraisal system, and in the competency and performance-based evaluation system based on sound incentives and rewards. However,China's local government in this respect do not satisfactory, thus affecting the competitiveness of enterprises in the formation and long-term development. Developing a market economy in China today,state-owned enterprises urgently need to develop fair and objective evaluation mechanism of the enterprise management to develop scientific and rational performance appraisal methods,from which to select,monitor and motivate a variety of business management personnel and high-quality personnel to promote smooth implementation of state-owned enterprise reform, which is the current construction of state-owned enterprise management is an important issue demanding prompt solution.In this paper, performance appraisal in human resources management system, the status of the topics of the background, the first part of the first from the definition of performance assessment, characteristics, purpose, cost, significance and role of such aspects as an overview of the basic theory of performance appraisal. Part II of this paper, performance appraisal management of local government in China conducted a brief overview of the status quo, the side exposed the performance appraisal management in the implementation process of modern local government did not achieve the desired effect of the social reality and the ideal, and then investigated further through a strong data cited Modern local government understand the purpose of performance appraisal management of several typical errors, and thus leads to a correct assessment of the modern enterprise management philosophy and its expected performance to achieve the desired result, and combined with the author where Southern Airlines, Hainan Branch of existing performance appraisal management of the actual situation performance appraisal management system the company has made a specific description , analysis of performance appraisal of the company's management to achieve results and the existence of the state. The third part of a large number of relevant information through the collection of local government in China after the performance evaluation exist in the management of common problems listed in the typical set, mainly: (1) The performance appraisal system, the formulation of a lack of scientific nature, effectiveness and relevance, for example, performance standard appraisal system is not clear, the purpose of performance appraisal system is not clear indicators of the performance appraisal system is not clear. (2) the lack of performance appraisal atmosphere. (3) The performance appraisal cycle, setting unreasonable. (4) employees do not understand the work performance appraisal. (5) The performance evaluation results of the feedback is not enough. (6) The performance evaluation is too subjective, assessment relations are not rational enough. (7) on the performance evaluation of fuzzy position and deviation. (8) performance assessment the outcome is common. (10) the impact of higher authorities. Part IV for the third part of the prominent issues raised and suggestions put forward corresponding countermeasures, mainly: (1) establish a scientific and effective evaluation of the performance appraisal system, such as changing the performance appraisal system, lag, determine the reasonable integrity of the content of performance appraisal, clear standards ofperformance appraisal system, improve the performance appraisal system at all, a reasonable set of performance evaluation index system. (2) continuous assessment to create a good atmosphere. (3) systematic performance appraisal cycle. (4) increase staff performance appraisal of support. (5) timely feedback, improve the feedback system to improve employee productivity. (6) to avoid personal bias in performance appraisal. (7)the establishment of clear and accurate performance appraisal management system,such as the establishment of enterprise performance appraisal, goal orientation, correct understanding of the role of performance appraisal, in order to be a good bit of performance appraisal. (8)To establish an effective link performance appraisal and compensation mechanisms. (9)it is necessary to the Government Performance Evaluation and staff linked to personal performance appraisal. (10)for performance appraisal value creation and value as an intermediary distribution system. Finally the article on the state-owned enterprises of the future development of performance appraisal carried out a bold vision,and a six-point trends.