Research On Personal Performance Appraisal In Risk Management Post Of WJ Local Taxation Bureau

Taking WJ Local Taxation Bureau as an example,the problems of individual performance appraisal in risk management post of WJ grassroots tax departments are studied in this essay.On the basis of plenty of research literature,this essay illustrates the related concepts of performance management,performance appraisal,individual performance appraisal as well as the relevant theories and tools of performance management.With the comprehensive use of questionnaires,interviews,field observations,etc.,the historical evolution of individual performance appraisal in WJ Local Taxation Bureau,the status quo of individual performance appraisal of risk management post are studied in this essay.Besides,lots of existing problems are concluded,including low participation in contract formulation,lack of taxpayer participation in evaluation subjects,neglect of individual work in performance indicators,ideology of process management,difficulty in achieving fairness and justice of the appraisal,weak results application,etc.Based on the previous problems,it is further demonstrated that the main reasons include lack of value recognition and tax service awareness,simple and extensive formulation of indicators,insufficient support for information,neglect of communication,no innovation in rewards and punishments system.With the theory and tools of performance management,the performance appraisal experience of other departments or regions for reference,certain corresponding optimization suggestions are put forward in this essay.Firstly,it is important to establish a"people-oriented" performance culture,form an excellent atmosphere in which everyone attaches importance to performance.Secondly,it's critical to perfect the assessment subject,add the "taxpayer" evaluation and reflect "customer satisfaction".Thirdly,optimize the indicator design,highlight the key and reflect actual performance,thus truly reflecting individual achievements.Fourthly,for making the appraisal open and fair,it is necessary to promote information construction,improve the intelligence level of individual performance appraisal.Fifthly,optimize the evaluation mechanism for a more fair personal performance appraisal result.Last but not least,it's paramount to implement the results,arouse the enthusiasm of individuals to work hard and improve performance by combining limited&controllable material incentives with diversified non-material incentives.It is worth mentioning that,the above suggestions are not only for the selected samples,but can also provide certain reference for the risk management post's individual performance appraisal of the grassroots tax departments after the combination of national and local taxes.