Research On The Problems And Countermeasures Of Performance Appraisal Of W Center

In recent years,with the further development of the socialist economy with Chinese characteristics,the speed of China's economy and urbanization has made rapid progress,and the scale of urban population has been increasing.A series of problems that seriously affect urban construction and management have become more and more serious.In 2015,the first meeting of the Central Committee on urban management was held in Beijing,the capital of China.It was proposed to speed up the development of a most characteristic urban management administrative system in China.In the same year,a series of policy documents supporting the deepening of the reform of urban administrative system were issued and issued successively,among which 34 articles of the guiding opinions on deepening the reform of urban law enforcement system and improving urban management clearly put forward "improving the assessment system We will promote performance management and service commitment systems,accelerate the establishment of an administrative accountability system for urban management,and improve public satisfaction evaluation and third-party evaluation mechanisms." So far,the performance appraisal system reform of urban construction and management service industry has new requirements and development direction.In 2017,the former Chongqing Municipal Administration Committee and Chongqing Municipal Bureau of landscaping established Chongqing Municipal Administration Committee(later renamed as the City Administration Bureau),and the reform of Chongqing urban management industry began.In accordance with the requirements of the municipal Party committee and the municipal government,the newly established Chongqing Municipal Bureau of urban administration guides the urban management workers to set up the strategic performance goals of people-centered and people satisfaction as the standard.For undertaking municipal infrastructure,urban order management,urban appearance and environmental sanitation,landscape construction and other subordinate institutions at all levels,there are also opportunities and challenges for performance reform.In 2018,the general office of Chongqing Municipal Committee of the Communist Party of China issued the notice on the implementation opinions on Further Encouraging the cadres to take on new responsibilities in the new era,which also made more detailed requirements for the cadre performance appraisal work of organs and institutions in the new era.Therefore,this paper selects w center,a subordinate institution of Chongqing Municipal Administration Bureau,as the object,and makes the following research:First,it reviews and combs the theory and literature of performance appraisal of public organizations at home and abroad,especially the relevant policies of institutional reform and performance pay reform in Chongqing,and analyzes the impact of institutional reform of Chongqing Municipal Administration on subordinate institutions.Second,through the analysis and empirical investigation of the current situation of W center's performance appraisal,this paper analyzes the existing problems,including the insufficient attention of the organization,the unscientific setting of the appraisal indicators,and the insufficient communication of the performance and the application of the results,and explores the root causes of the problems,including the insufficient attention of the ideology,the separation of the appraisal indicators from the actual work,and the imperfect appraisal system The incentive measures are not in place and so on.Third,put forward countermeasures for these problems,optimize and perfect one by one.Using the system performance thought,combining humanism and incentive theory,this paper discusses the Countermeasures of the performance appraisal of W center by strengthening the organizational performance culture of W center,designing a scientific performance appraisal system,improving the communication and feedback mechanism of performance appraisal,enriching the application of performance appraisal results and strengthening the guarantee of performance appraisal.It is hoped that through the research of this paper,more experts and scholars will pay attention to the current problems and dilemmas in the performance appraisal of public institutions in the urban management industry.In view of the general idea of the new round of reform of public institutions classification and the new requirements of public service governance,this paper will make a useful discussion on improving the level of organizational performance and personal professional ability,and helping the high-quality development of the urban management industry.At the same time,it provides data model for human resource practitioners of other similar institutions to optimize their performance appraisal from more perspectives and levels.