The Research On Public Personnel Management Of Balance Scorecard

From the administration point of view, performance is the result of organization expectation, or the effective output of different levels of the organization in fulfilling its objectives, which includes two aspects: individual performance and organizational performance. Organizational performance is established on the basis of individual performance; however, the fulfillment of individual performance does not necessarily guarantee the organizational performance. For if organizational performance is broken down into every post and individual by a certain relation, when each individual meets the requirement of the organization, the organizational performance will be fulfilled as a result. However, the strategic mistake of the organization may lead to the failure of organizational performance while at the same time ensuring the fulfillment of individual performance.The examination of modern performance, therefore, has been given deeper significance, i.e.. How to take consideration from the angle of enhancing the kernel competitive power of the organization and, through the connection of the systemized performance examination and the key capability of the organization, make certain that the organization has ever improved its competitive power. To this end, a series of systematized examination system has been widely used since 1990s, such as "key performance index" or KPI, "balanced scorecard", "benchmarking", etc., the purpose of which is to enhance the kernel competitive power of the organization.The balanced scorecard is cooperatively developed by Robert S Kaplan and David P. Norton of the United States, the origin of which was that more and more people had realized that applying financial performance index alone was incapable of examining modern enterprises. In 1996, Kaplan and Norton published the book "The Balanced Scorecard", which gives a detailed description of the concept. Since then, the balanced scorecard has been adopted by nearly half of the Fortune 100 enterprises. It has also been effectively used in non-profitable organizations and public departments.This paper analyzes the present status of performance examination in the public departments of China and, through the comprehensive analysis of the performance examination technique in enterprise administration and the inadequacy of the examination in individual performance in public departments, explains the advantages of using the balanced scorecard concept in the examination of individual performance in public departments. It describes in detail the procedure and key points of using the balanced scorecard concept in performance examination, points out its decomposing and formulating method, and employs it as a feedback for further improvement. Finally, a brief discussion is made of the future orientation.