The Study On Human Resource Performance Evaluation Of Township Financial Office

China's increasing emphasis on performance appraisal of government departments,the establishment of a scientific performance appraisal model,and the improvement of government department performance are the key and difficult issues in China's administrative reform.As an important part of government performance appraisal,human resource performance appraisal is an important means of government performance appraisal by assessing public officials and improving work efficiency and service level.The township finance center is the most end of China's fiscal system.It is the basic level of the financial system and provides public services directly to the vast rural areas and farmers.Especially with the party's 18th National Congress,the poverty alleviation work and the various agricultural work have been carried out in depth,and the grassroots society has put forward higher requirements for public goods and public services.The township finance,which provides public goods and public services directly to the grassroots people at the grassroots level,faces enormous challenges.How to improve the level of service provided by township finance institutions by improving the work efficiency of township finance cadres is an urgent problem for township finance.By combing and analyzing the relevant concepts and practical achievements of human resources performance appraisal research at home and abroad,this paper takes Guangxi X County Township Finance Institute as the research object,goes deep into the township finance research,and collects relevant materials in the form of questionnaires and in-depth interviews.According to the collected data,analyze the problems existing in the current human resources performance appraisal of township finance centers and their deep-seated reasons,optimize and improve the human resources performance appraisal system of X County Township Finance Office,and provide the practice of human resources performance appraisal of public sector in China.reference.The full text is divided into five parts:The introduction introduces the research background and significance,the current status and practice of domestic multi-point research,research content,research methods and research innovation.The first part is the overview and research methods of X County Township Finance Office.First,it introduces the financial townships and towns of X County,as well as the functions of township finance offices,township finance cadres and their scope of work.The survey questionnaire of this survey was introduced.The second part is the status quo and characteristics of the performance evaluation of human resources in X County Township Finance Center.The content,methods,steps,and assessment results of the current human resources performance appraisal of the X County Township Finance Center are briefly introduced.It clarifies the particularity of the township finance office as a public sector assessment,in order to maximize the public value,carry out activities in accordance with laws and regulations,and assess the behavior of the object tends to be conservative.The third part is the dilemma and cause of the performance evaluation of human resources in X County Township Finance Office.Through questionnaires and in-depth interviews,the dilemma encountered by X County in the assessment was analyzed:the cadres did not understand the assessment;the assessment subject was narrow;the assessment indicators were not perfect;the assessment lacked communication feedback and incentive mechanisms.The deep-seated reasons for the formation of the predicament are analyzed.One is the continuation of the thought of rule by man,the second is the inertia of the system,and the third is caused by the imperfect system,the four.is the lag of policy implementation,and the five is the particularity of assessment objects.The fourth part is to provide optimized countermeasures for the performance evaluation of human resources in X County Township Finance Center.The countermeasures are proposed from three aspects.First,the principles and objectives of performance appraisal should be clarified.Second,the improvement of the appraisal system mainly includes the increase of appraisal subjects,the division of subject weights,the refinement of appraisal indicators,the scientific and reasonable appraisal process,and the effective feedback and incentives of appraisal results.The conclusion summarizes the problems,causes and countermeasures of the performance evaluation of human resources in X County Township Finance Office,and points out the shortcomings and improvement directions of this paper.The innovation of this paper is to use the township finance cadres as the research object,through the questionnaire survey and interviews,to explore the human resources performance evaluation system of the X County Township Finance Center,and propose countermeasures to improve the assessment.It will play a certain role in improving the administrative efficiency of the government's grassroots public sector and improving the personal development of cadres in township finance centers.