The Performance Evaluation Analysis Of Our Country Public Sector

Performance evaluation is always an important aspect and difficulty for human resource management of public sector. Owing to the importance degree of performance evaluation in human resource management, the research of human resource management in public sector in developed country is systemic, mature and thorough. The theory performs a very strong action to the practice. in our country, the public sector also attached importance to the performance evaluation ,but with the complexity of the environment, the more difficulty of the public management , the performance evaluation, including the methods , standards, contents, programs, does not meet the need of human resource management in public sector of our country .how to solve and improve these problem, is a significative task in the research of human resource management in our country public sector.This paper, basing on the situation of China, analyses the actuality, existing problem, and improves measures of performance evaluation for Chinese public sector's human resource management. At the same time , the article analyzes and researches the actuality of the public sector by use the systemic performance evaluation method , including the MBO method, Surveyor's pole exceed method, KPI method and BSC method. It has put forward the advice and experience of adjusting the performance evaluation system of public sector , also provide the theory reference and practice consult in our country human resource management of public sector.The conclusion of this paper is that we have six advice for adjusting the performance evaluation system of our country public sector human resource management: the first is to insist on six essential principle; the second is to establish the scientific , logical and compositive evaluation main body ; the third is to establish the self-contained standard system and evaluation standard ; the forth is to open and compare the result; the fifth is to summarize , encourage and punish on time after the evaluation; the sixth is to perfect the assorted measure of performance evaluation.