Research On The Impact Of Performance Of Social Bureau In Nanchang

Social bureau as a national institute of public administration, its main function include two aspects,one is the basic prevention and social security services, the second is to promote employment, To create a good employment environment and promote the healthy development of national economy. The service quality of social bureau is directly related to the government’s image and the management level directly affect the government’s fiscal income. At the same time, its service level also represents a national civilization degree. Grassroots social bureau is the backbone of security for the people. It’s foundation of the entire social security work. Strengthen grass-roots social security organ scientific and professional performance evaluation, to achieve the social security function and establish a service-oriented authority in this strategic goal of social bureau is of great practical significance.This paper was based on the theory of new management and performance as the guide, combining normative analysis and empirical analysis to study factors that effecting public service so as to provide an important reference to promote the public service performance.According to the function allocation of basic social security organizations, set up a assessment indicators of social bureau at the grassroots level of the balanced scorecard, developed a questionnaire of Nanchang grass-roots organs’ performance evaluation and its influencing factors of social security of high reliability and validity.There are a total of 130 questionnaires, 102 effective questionnaire, accounts for about 78% of the total number. Effective questionnaires involve nine bureaus at the grass-roots level in Nanchang with strong representation. This article use SPSS statistical software as a analysis tool for actual measurement of performance.The main research content of this article are as follows:1. The first part is analysis and existing problems in the performance of Nanchang social bureau, as a breakthrough of this article.2. The second part is the design of the questionnaire. Firstly, this paper introduces the basic situation of social bureau in Nanchang, and then determines strategic objectives according to the function allocation of social bureau in Nanchang, then determined the missions and strategic goals of social bureau in Nanchang mainly from the customer, financial, internal business process and learning and growth dimensions of target decomposition. Designed a questionnaire according to the four dimensions of balanced scorecard.3. The third part is results and discussion. Using the SPSS For Windows statistical software on the analysis of the questionnaire survey result to do reliability and descriptive statistical analysis. It has carried on the questionnaire by factor analysis simplifies the four dimensions of balanced scorecard performance measurement indicators, finally analyzes the influence of different age, working years, education and positions in performance, as a measurement index of reference in the future.Research conclusions are as follows:(1) In different age, scores in people’s satisfaction, job growth, service facilities, the supervision of social security fund and other 20 dimensions’ score had no significant difference, but there are significant differences of score in remium collection, annual budget, effective use of business equipment, worker’s exhaust rate and self satisfaction dimension. Further multiple comparison found that workers’ age was positively related with the performance.(2) Through the analysis of the working year in four dimensions of social bureau, we have a conclusion. Different working life in satisfaction of social bureau and employment growth, service facilities, the supervision of social security fund and other 24 dimensions’ score had no significant difference except in the positive training degree, scores of working year under 21 years is significantly higher than 10 years and 16 to 20 years, other working fixed number was no significant difference.(3) Through the analysis of different educational degrees in four dimensions, we have a conclusion. Different degree in the degree of satisfaction, job growth, service facilities, the social security fund supervision of social security and other 22 dimension score had no significant difference, but effective use in business and daily management, staff exhaust rate and self satisfaction dimensions have significant differences.(4) Through the analysis of the different positions in four dimensions, we have a conclusion. Different job satisfaction and the employment growth rate, service facilities, supervision of social security fund and other 24 dimensions’ score had no significant difference, but the excellent service quality dimension is a grade higher than that of ordinary workers. In personnel training and examination dimension, the leaders’ score is significantly higher than the deputy leaders and common staff, other scores was no significant difference.The conclusion part of the research are Summary and Outlook, there are some suggestions that can better guide the practice.In this paper, the main characteristics and innovations lies in:(1) New research perspectives. This article expand a new field of performance management from the perspective of public management.(2) The research method and innovation in index design. Applying the balanced scorecard system to grassroots social bureau according to not only the actual situation but also practical research. The combination of quantitative analysis method to deal with data, using SPSS computer program to automated processing the results of the questionnaire. We designed a reasonable social bureau at the grass-roots level and to obtain scientific performance evaluation results. It made beneficial exploration on the informationlization of the performance in the social bureau system, thus vividly illustrates the conclusions of this paper.