A Study Of Performance Evaluation System Of Civil Servant In China

The human capital of public sector is different from the general human capital in the investment, the products and other aspects. Therefore, if the assessment mechanism of general human capital is directly applied to evaluate the performance of civil servants, there will have a certain limitations. Truly effective mechanism for evaluating the performance of civil servants in the public sector should be based on the uniqueness of human capital, and built by optimizing the general assessment mechanism.It is well known that the supply of public products and the level of efficiency of the civil service incentive closely related to the effectiveness of the mechanisms. And effective incentive mechanism should be established on the premise of the civil service in the supply of public goods, accurate performance assessment. The general assessment of the existing mechanism usually can be divided into two-assessment mechanism: objective and subjective evaluation indicators. These two mechanisms have been widely used in the general society organizations, and also have some incentive effect. However, if they will be directly applied in evaluating the performance of civil servants, there will have some limitations. For instance, in enterprises, the performance of workers can be reflected by the objective indicators such as the number of products or the number of working hours, but many aspects of performance in the supply of public goods is often difficult to reflect through that indicators.The civil service examination system is a kind of evaluation system which is comprehensively use by the state administrative to evaluate and inspect the ideology and morality, the performance, the ability to work and the work attitude of the civil servant according to the relevant laws and regulations, and then provide the basis of incentives, promotion and training for civil servants. The appraisal system of performance for civil servants is a basic link for the civil service management and the civil service examination system. Establishing and improving the appraisal system of performance for civil servants is very necessary for improving the quality of public servants, the efficiency of the work of the executive authorities, as well as government departments'person selecting. And the civil service performance appraisal is the basis of part of the civil service management, talent is discovered, an important way to select talents. Civil Service performance appraisal system is the establishment of classified management of cadres, and also promotes the reform of the classified management of cadre's important measures for the development of party and government organs, enterprises and institutions and the personnel management system with special characteristics played a facilitating role.China has been exploring the development of the market economy and the needs of public administration management of human resources management mode to the establishment of the national civil service from 1987. This transformation of government functions for the implementation of the civil service reform has gone through four features, which is"the exploration period," " the implement period," "the rectification period," and "the adjustment phase " , and has been a relatively perfect system and framework. While this framework and of the traditional planned economy period compared with the system of personnel management, there has been an obvious progress, but still lag far behind the development of market economy, and society as a whole can not be fully supporting the development phase. Therefore, the reform of Government Public Administration Management of human resources management has become the most important issue. This paper studies the existing system of the government's public administration and human resources management, compares the western public administration theory, and put forward to the reform model of Chinese government public administration human resources management.The main body of a book is allotted for five parts: Part I introduces concept and present situation of government functionary. Part II is carried out on government functionary achievement check-up system core problem expounding , face to face how to is structure the analysis checking the main body being in progress here on the basis. Part III points out current our country achievement checking have problem, and analyses. Part IV carries out detailed discussion on the cause problem appearing on our country government functionary , aspect such as being duty from our country present stage post , checking method mainly carries out analysis. Part V is the thinking to perfect our country government functionary achievement check-up system. Several aspect such as ensuring a channel , improving salary welfare system mainly from ideological understanding , government functionary rights and interests is carried out expounding.This paper firstly analyzes the problems that exist in China's civil service examination system, draw from the causes of evaluating the performance of civil servants, and put foreword to counter measures to eliminate inequities in the civil service performance appraisal system. Through the four describing in this paper, the authors put forward to his views, and that is to constitute the appraisal system of civil servants performance conforming to the historical trend of development of the necessary measures.