A Study Of Application Of The Methods For Public Servant Performance Appraisal

Today, when people attach great importance to the exploitation of human capital, the planning and implementation of a good performance appraisal solution serves not only for measuring out the performance level of an individual or organization but also as an effective tool for the improvement of productivity and output of an organization and individual. With regard to public sectors, the performance appraisal system does not only affect the operation of personnel administration in public sectors but also its result and effect will influence the quality of public policies and the effectiveness of sectoral work. Due to the particularity of public sectors in China, there are still large gaps from social requirements although there are been some progresses in this regard. It is of very important theoretical and realistic significance to carry out applied research on the approaches for performance appraisal on state servants by using mature theories both at home and abroad based on the characteristics of China's public sectors.This paper makes an overall review of both domestic and foreign theories and approaches for performance appraisal using the method of combination of theory with demonstration; it analyses the history of development of performance appraisal of human resources in public sectors and the status quo of performance appraisal activities in public sectors both at home and abroad; it makes a study on problems existing in the performance appraisal of human resources in public sectors and, making reference to the theories, experiences and mature practices in foreign countries, the author proposes the solution of performance appraisal of the combination of a series of measures including signing of performance agreement, carrying out target responsibility system, implementing 360 degree appraisal and performance interview, strengthening feedback, etc., properly selecting appraisal indexes, applying the method of the analytic hierarchy process (AHP) to construct scientific weighing of appraisal indexes and introducing customer satisfaction degree in measuring and evaluating sectoral performance for the purpose of establishing comprehensive and objective appraisal system so as to upgrade the level of management of the performance of human resources in public sectors.