Research On Information Human Resources Performance Management Of SAT

At present,the tide of global informatization is turbulent.All countries in the world regard the promotion of digital and informatization construction as an important driving force for the realization of social innovation and development.The rapid development of information technology has triggered the management technology revolution of various departments and links,including the performance management of government departments.On the basis of a strong computer technology foundation,the European and American countries began informatization of performance management in government agencies in the 1980s,and have obtained rich theoretical and practical experience.But our country government department performance management informatization construction work is still in the initial stage.As an important economic management function department,the tax system is responsible for deepening the reform of the tax system and maintaining the economic development.The tax system with large number of personnel and complex institutional level is also actively improving its own personnel performance management by means of information technology."Digital Human Resource "is a new system in the pilot.As the personnel performance management information system currently being piloted in our tax system,the experience and lessons in the pilot process will have a good theoretical enrichment and practical promotion significance for the performance management work of public organizations.On the basis of this,this paper will study the relevant theories at home and abroad,based on the background of public management disciplines.combined with organizational behavior characteristics in performance management,based on expectation theory and incentive theory,and based on empirical case analysis and comparative analysis.Research on the pilot project of the tax system.The empirical research section,represented by the Xinyi Revenue Bureau,will analyze the basic data and development of its pilot work on "Digital Human Resource ",and further extend the general situation of informatization of personnel performance management to the current grassroots tax departments.It is clearly pointed out that the existing system indicators are not perfect,the participation of basic cadres is not high,and the incentive measures can not be properly combined.From the perspective of ideology,system design,propaganda and promotion,the reasons behind th e problems are analyzed.Based on the theoretical and practical experience,this paper puts forward some suggestions for improving the information construction of personnel performance management in tax system,such as fostering healthy performance management ecological environment,establishing standardized evaluation index system and perfect supporting management mechanism.