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Research On The Performance Management Of Township Government Civil Servants Taking PJ Town As An Example

Posted on:2020-06-19Degree:MasterType:Thesis
Country:ChinaCandidate:S Q YuFull Text:PDF
GTID:2416330599953256Subject:Public administration
Abstract/Summary:PDF Full Text Request
Township is at the bottom of social management,in the main battlefield of reform and development,in the front line of maintaining stability,and in the forefront of serving the masses.As workers of grass-roots government,township government civil servants serve the people at the grass-roots level.Whether they can handle the people's livelihood facts which are related to the fundamental interests of the masses,and whether they can improve the satisfaction of the masses with public services,are closely related to the performance of grass-roots civil servants.At present,there are some problems of township government civil servants work,such as low comprehensive literacy,inefficient work,inadequate initiative and lack of public service consciousness.The fundamental reason for these problems is that the performance management system of grass-roots government civil servants is not perfect.Therefore,the theoretical research and practice of our government civil servants' performance management system,especially grass-roots civil servants' performance management system still need further exploration.Therefore,based on the reality of grass-roots civil servants' performance management,this paper starts with the theoretical basis,significance and influencing factors of performance management of civil servants in grass-roots government,summarize the problems existing in the performance management of civil servants in PJ town government and analyze the reasons,and introduce the 360-degree performance appraisal method to optimize the grass-roots civil servants' performance management system.At present,there are some problems in PJ town civil servants performance management,such as misunderstanding of the performance management concept,insufficient attention to performance management,unscientific performance management assessment indicators,incomplete performance assessment subjects,poor feedback effect of performance assessment,unreasonable application of assessment results,and so on.The reasons for the problems include the influence of official-based traditional culture,imperfect performance management system,inappropriate performance evaluation methods,formality of performance evaluation,unscientific evaluation mechanism,and inadequate construction of cadres.In view of the existing problems,this paper introduces 360-degree performance appraisal method,explores its influencing factors and practical application assumptions,and conducts case analysis to explore the Optimization Countermeasures of performance management system of civil servants in grass-roots government.
Keywords/Search Tags:Grass-roots civil servants, Performance management, Performance evaluation, 360-degree performance appraisal method
PDF Full Text Request
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