The Balanced Scorecard In The Application Research Of Government Performance Evaluation In Our Country

The Performance evaluation of government department is the core content ofhuman resource management of public sector. It plays an important role in promotingthe reform and improvement of the civil service system, the improvement ofcomprehensive quality and the efficiency and coordination of the government’s work.In recent years, with the proposing of the Scientific Outlook on Development and thecorrect view of achievements，the performance evaluation is not only has the functionof supervision and motivation in the organization but also being an important part ofthe government strategies management. The performance evaluation of governmentdepartment is not only provide feedback of their work but also making the target oforganization more clear from the angle of strategic management. Meanwhile, wecould make the correct evaluation on the ability and endeavor of the governmentdepartment through the performance appraisal, which can help us make moreeffective guidance. To establish a scientific performance appraisal for civil servantwould be good for forming positive interactions between the government and civilservant. And it also helps to establish a mechanism that the organization and thepersonnel realize common development.The status of the current governmentdepartment performance appraisal system exists, such as old, evaluation methods andindicators to quantify and procedures are not standardized, the results of distortionand insufficient incentives, the urgent need to introduce scientific and effectiveperformance evaluation tool.The balanced score card which is presently an advanced and system theory inthe world is a successful performance evaluation and strategic management tool. Ithas a strong reference meaning for designing the performance evaluation of civilservant in our country. The dimension index system of balanced score card typicallyconsists of four parts: service objects, internal management, financial affairs andlearning and growth. This article starts from the principle and essence of the balancedscore card and put it in the background of the performance evaluation of civil servant. Through the adjustment for the four dimension indexes we design the suitabledimension index for the performance appraisal servant. The design of performanceindicators proceeds from the strategy of the organization and is closely related to thework duties of civil servants. At last, this article takes the Qingdao Organs WorkCommittee as an example．Down to every level of the strategic objectives, andgradually build the scientific civil service performance appraisal system,governmental organizations and applications strategy is more difficult to determinethe fluctuations, the subjectivity of the setting of targets and indicators, theimplementation of humanresistance, the problem of high costs, given the solutions tothis problem.