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Research On The Basic Manager's Performance Evaluation In The Public Service Unit

Posted on:2009-09-11Degree:MasterType:Thesis
Country:ChinaCandidate:W PengFull Text:PDF
GTID:2166360272492091Subject:Administrative Management
Abstract/Summary:PDF Full Text Request
The concept people-first has been widely circulated for a long time, and with the development of society, the conception enjoys popular support. Vigorously developing the cause of scienceï¹  technology, education, culture and medical, making effort to improve the quality of public service and public coverage, and ensuring people-centered management are current important work that the state and government highlight and focus on. As one of the main public service provider, public service units'inner management systems and mechanisms must adapt to new circumstances and needs, carrying out reform and improvement.This article focuses on the grass-roots level manager's performance evaluation of public service unit, taking the research as an independent study of the whole performance appraisal system. This research will not only provide direct assessment of the theoretical and empirical approach reference guide, but also in turn improve the overall performance system of the public service unit, with some significance for both theory and reality.Based on induction and inspection of documents the research straightens out the basic theory of staff's performance appraisal and analyses the appraisal technologies and methods that has being used widely. It also points out the significance of strengthening the grass-roots level manager's performance evaluation for both the inner and outer unit. Through interviews, surveys, inspection methods such as literature, this research summarizes and aggregates the situation and several universal problems of performance evaluation of grass-roots level managers, explores and researches eight comprehensive measures to improve performance evaluation of grass-roots level managers in the public service unit.Overall the research, several conclusions are formed: At first, the basic management position is so crucial for the public service unit that the staff's performance should be given more attention. Second, appraisal systems, appraisal methods and measures should not be copied but be used considering with the specific situation of the unit. Thirdly, rigid system of performance appraisal should be paid more attention in order to overcome kinds of people's psychological barriers in the appraisal. At the same time, the unit ought to use the way of flexible management. And then to maximize the effectiveness of the work is at a proper way.
Keywords/Search Tags:Public Service Unit, The grass-roots level managers, Performance evaluation
PDF Full Text Request
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