Research On The Application Of Civil Service Performance

Performance appraisal system is an important part of the civil service system, Which is an indispensable tool to strengthen civil service management. But currently it is often criticized for its effectiveness and rationality because of corruption. As the important part of system, the civil service performance results and its application become increasingly concerned. In our country, the performance appraisal in enterprise has already developed maturely, relatively civil service’performance appraisal is still a field needed to discuss. Such issues are often mentioned as the civil service performance results are objective and fair or not, whether the application ways are reasonable. For a long period the effect of civil service’performance results application is not perfect. It not only fail to incentive civil service to bring their enthusiasm and conscious activity into play, but also fail to achieve the goal of improve individual’s ability and organization’s performance through performance appraisal.The purpose of this paper is to gain a clear idea of different types of performance results application, examine their practice with motivation theory, analyze the shortcomings of the applications and contribute promotion comments.The dissertation is composed of five parts. Part one introduces the main research points. It analyzes the background that the research question put forward, reviews related literature of current research situations of home and abroad, defines research methods and points. Part two is the theories foundation that civil service performance results applications build on. It analyzes application types as Management application、rewarding application and constraint application. These application types can be practiced well with fully-used motivation theory. Part three discusses the Shantou Free Trade Zone sample. It is mainly presented that the application overview of civil service performance results thought statistics and analysis, the shortcomings and the problems such as application not-fully used、 vague assessment criteria、monotonous assessment procedures、lack of participation and little incentive. Then the causes of these problems appear to be discussed. Part four are the systematical suggestions through discussion. First,a kind of scientific design is needed, just as developing performance cultural awareness、strengthening the sense of participation of civil service、improving system design and training staffs. Then, standardized management system should be carried out, especially including the open and transparent process、objective and fair results、maximum and beneficial applications、effective track and supervision. And supporting mechanisms should be urgently established, just as expert guidance mechanism、backtracking mechanism、communication and feedback mechanism、training mechanism、 remuneration system、deployment and promotion mechanisms. Part five is the research conclusion. It is firmly emphasized that a rigorous and operable system is needed to make the performance results application more objective and impartial, to promote civil service’performance and to achieve organizational goals.