Research On The Change Of "Digital Personnel" Management Mode Of Tax System

With the popularity of Big Data management,the Chinese Central Government put forward the idea of improving the performance appraisal system of civil servants.Afterwards,it issued a series of regulations on the supervision of civil servants in the tax system,including enhancing the assessment of their daily work.Not long before,the National Civil Service Bureau issued a notice on the further implementation of performance appraisal in the civil servants' daily work,and it proposed that daily work assessment should conscientiously stick to the principles of being objective,performance-oriented,practicable,a combination method of qualitative and quantitative but with more emphasis on the quantitative method.Based on the main idea of the Central Government,the State Administration of Taxation implements the Performance Appraisal system combined with the Big Data management,known as Digital Personnel model in tax system,based on the actual situation of tax system,which provides a reference model for the traditional personnel management model to catch up with the development of times.This paper aims to summarize the notion and innovation of digital personnel management with analyses of the problems in its pilot implementation and to propose feasible suggestions,which may help Digital Personnel better play its role in serving the personnel management of tax system and make the personnel management model more scientific and applicable.The Digital Personnel management in tax system,essentially,is a kind of human resource management.It refers to a system to quantify the civil servants' professional basis and capacity,leadership competence,daily performance etc.It establishes personal growth accounts according to the timely recordings.With the analyses and application of these data,it provides an important reference for personal performance appraisal,personal career plan and the promotion.The change of management concept brought by Digital Personnel includes changes from personnel management to human resource management,from unitary management to multiple management,from static management to future dynamic management,and from subjective to objective evaluation.The core meaning of Digital Personnel to sort out the works in the tax system,to change the decentralization of various situations into a systematic and integrated system,to turn single,periodical,even occasional evaluation into daily,cumulative,and comparable assessment mechanism,and to change the qualitative evaluation into a concrete one combined by digital and qualitative method.The difficulties in popularizing Digital Personnel in tax system include low acceptance,the lack of computer skills from staffs,without standard personal data recording forms,ineffective accumulation of personal growth accounts,low quality of data collection,the lack of supervision over external employees signed under the contract.In order to solve these problems,the author suggests that the Digital Personnel should be further improved by strengthening its culture construction,increasing the input in human resources and increasing the equipments in personnel department,standardizing the recording data in Digital Personnel,establishing long-term mechanism of management,integrating external personnel under the contract into system management and improving the evaluation mechanism.