Research On The Effect Of The Digital Personnel Management System

Individual performance is an effective management measure that every organization must take in order to achieve its management goal,and it plays an important role in efficiency management.Since 2015,the State Administration of Taxation has been experimenting with the digital personnel management system in the national tax system,with a view to carrying out a comprehensive quantitative assessment of the individual performance of tax cadres,so that the results can be compared and applied.Appraising the effect of the digital personnel management system,which has been under trial operation for some time,is not only the objective needs to review comprehensively the implementation process of this system to accurately understand the actual demand of the grassroots tax authorities and tax cadres,but also the realistic needs to improve the individual performance management system for the 800,000 tax cadres throughout the country so as to assess the work performance of each cadre in a scientific,effective and fair way,advance the working quality and efficiency,and promote the future development of the tax department.Taking such analysis methods as literature analysis,model analysis and case study etc.,this paper makes the evaluation of the effect of digital personnel management system as the subject for study and establishes the research framework in the course of straightening out domestic and foreign literatures of the personal performance appraisal in tax departments and the digital personnel management system.In view of policy assessment theory,this paper takes into account the concept of ex post policy evaluation,the results-validity policy evaluation criteria and the peer-review policy evaluation model to evaluate the policy of digital personnel management system.By means of selecting peer-review experts,establishing peer-review evaluation model in the form of interviews and questionnaires,this paper takes the personnel management data of Nanjing Municipal Office,SAT as an example,and evaluates the effectiveness of the digital personnel management system in the individual performance appraisal of tax cadres in order to provide some suggestions for the improvement of the digital personnel management system.After collecting the opinions of peer-review experts,a model of personal performance evaluation of tax cadres is established including 12 indicators such as ideological quality,professional ability,and corresponding proportion.In the meantime,Z test is carried out with the results of individual performance evaluation under the digital personnel management system and the annual appraisal score of individual cadres in peer-review model.It is then concluded that there is a very significant difference between the annual assessment scores of individual cadres under the digital personnel management system and that in the peer-review model at the level of 1%.Upon further analyzing,this paper attributes the significant difference in results to insufficient use of the quantitative indicators,unscientific proportion of the indicators,and the excessive reliance on the annual assessment scores in the application of the results etc.On account of the analysis of the validity of the model,the paper further puts forward some suggestions as canceling the test of the career primary items,gradually improving the digital personnel performance management system,setting up the evaluation items and proportion scientifically,making full use of the quantitative results,and expanding the application of the assessment results,which are of certain theoretical and practical significance.