| In the management of civil servants,the implementation of an effective performance appraisal system is an important way to strengthen the construction of their ranks,but also the primary concern of various departments.Specifically,a set of perfect,scientific and reasonable performance appraisal system of civil servants must be based on fairness and justice.On this basis,the performance appraisal indicators of civil servants should be refined,and the appraisal results should be reasonably used to form a theoretical system that can have a clear guiding role in reality,and then promote the improvement of the credibility of the government and related institutions.At present,China's civil servant performance appraisal system has made great development,and its role is increasingly obvious,as is the case with county a tax bureau.However,with the continuous change of society and the modernization of management system,the performance appraisal system of civil servants of tax bureau of county a gradually shows the place that does not adapt to the modern society,and the problems that appear in it also increase gradually,which leads to the loss of civil servants more and more serious,which brings severe challenges to the management of civil servants of tax bureau of county a.Therefore,this paper takes a county tax bureau as the case study object,and studies the performance appraisal system of its civil servants,which has an important guiding role in promoting the management practice of the civil servants in this bureau.After the on-the-spot investigation,this paper makes a theoretical analysis and puts forward a series of reform suggestions in combination with the actual problems and situations.Through the complete implementation of the suggestions and the research of this paper,it can help the development of a county tax bureau,promote the enthusiasm of the civil servants of a county tax Bureau,and fully show the spirit of the tax people in the new era.At the same time,these theories It can also provide more ways for other organizations with the same problems.Under the background of the combination of state tax and local tax,the tax department is undertaking more heavy work,so it is necessary to promote the active work of the Department staff in a rigorous and effective way to help the development of the whole department.This paper takes the performance appraisal system of the civil servants of a county tax bureau as the research object,with the help ofrelevantperformance appraisal theories and in full consideration of the actual situation of a county tax bureau,finds out the specific problems and causes of the performance appraisal system of a county tax bureau,and then puts forward corresponding optimization suggestions.The research content of this paper is mainly from six aspects: first,it introduces the background and significance of this study,research ideas and methods,and through the analysis of the relevant literature of civil servants' performance appraisal,determines the content of this study,and puts forward the innovation of this study;second,on the basis of the definition of performance,performance appraisal and civil servants' performance appraisal.It analyzes the basic principles,contents,standards,methods and the main body of the performance appraisal of civil servants.Thirdly,according to the basic situation of the tax bureau of county a and its civil servants,it explains the current performance appraisal system of civil servants in detail,and through case analysis and other analysis and research methods,it can be found through a large number of data and charts.There are many problems in the performance appraisal system of civil servants of a county Taxation Bureau,including the lack of detailed and practical assessment indicators,the unsatisfactory application of assessment results,and the lack of smooth communication and feedback mechanism.Through a detailed analysis of these problems,we find that there are three main reasons for these problems,which are manifested in a county Taxation Bureau.The Bureau lacks a complete performance appraisal system,has not established a fixed and complete performance appraisal concept,at the same time,its internal incentive system is not perfect,etc.;finally,through the reference of relevant new concepts,the paper puts forward targeted measures to optimize the performance appraisal system of civil servants in a county tax Bureau,which are respectively to optimize performance appraisal indicators and establish performance communication and feedback mechanism.And the reconstruction of incentive mechanism,in which the optimization of performance evaluation indicators is reflected in the establishment of evaluation indicator system,the establishment of scientific evaluation indicators,the determination of reasonable evaluation cycle,the refinement of standardized evaluation standards and the optimization of the weight of each indicator;while the reconstruction of incentive mechanism is based on the improvement of material incentive mechanism and the establishment of development around career planning.There are two aspects of exhibition incentive system.I hope that through the establishment of a complete and effective assessment system,communication and feedback mechanism,I will pay attention to the feedback of theassessment results tostimulate employees' work in reverse.Furthermore,it helps the daily human resource work of the whole organization to further reform and improve by combining theory with practice.The innovation of this paper is mainly manifested in two aspects: on the one hand,this paper is formed under the common coordination of various ways,creatively completed under the combination of multiple research methods,taking into account the theory and practice,after a large number of data and chart research,it has strong empirical nature,and realizes the combination of qualitative and quantitative;on the other hand,this paper is in the tax bureau of county a.On the basis of the current situation of the performance appraisal,the further research has certain practical significance.And put forward relevant optimization measures for the problem,with strong pertinence. |
PDF Full Text Request