Research On Staff Performance Management Of Z County Taxation Bureau

With the continuous development of China’s social and economic level since the new century,the public’s call for the government to improve work efficiency and service level has gradually increased,especially the proposal of building a service-oriented government,which has raised a higher level of management and service capabilities of government departments.Requirement,performance management is getting more and more attention from government departments at all levels due to its powerful role in improving quality and efficiency.As an important component of all levels of government in China,the tax department has an important mission to ensure national revenue.In recent years,its original staff management model has been unable to adapt to the development of society,and it urgently requires performance management.At the same time,the implementation of performance management It is an important way to implement the service requirements of the majority of taxpayers to the tax department,enhance the enthusiasm of tax cadres,and improve the quality of tax service of the tax department.In 2014,staff performance management was formally implemented in tax authorities at all levels in my country.With the gradual deepening of staff performance management,the tax department has encountered more problems,Especially after the institutional reform in 2018,the problems faced by staff performance management are more prominent.Z County Taxation Bureau,as a basic tax department,has many problems in the implementation of its staff performance management.Performance management has not played a role in increasing work efficiency and improving work enthusiasm.Instead,it has caused a lot of controversy and dissatisfaction.The evaluation of performance management has declined significantly,which is very unfavorable to the further promotion of staff performance management.This article takes employee performance management of Z County Taxation Bureau as the research object after institutional reform,combs the research achievements of many scholars at home and abroad on personal performance management,applies system management,goal management theory and incentive theory and other performance management related theories,Based on a systematic analysis of the basic organizational structure,personnel composition and current employee performance management system status of the Z County Taxation Bureau,through literature research,questionnaire surveys and other research methods,explored that the county tax bureau had insufficient knowledge in the process of staff performance management.The index system is not reasonable enough,the communication process is not smooth and timely,the evaluation process is unfair and transparent,and the results are not fully applied.It also analyzes the reasons for the problems: traditional management thinking is too strong,indicators adjustment lacks autonomy,cadres’ sense of responsibility needs to be strengthened,supervision and feedback mechanism is not perfect,and the application of results is not innovative enough.Furthermore,Z County Taxation Bureau’s staff performance management should be targeted to improve the performance of a good cultural atmosphere,optimize performance management index system,pay attention to performance communication feedback,strengthen the performance evaluation process supervision and innovative evaluation results application and other improvement measures.