| With the development of social economy,people have seen their living standards continuously improved,and they also have higher and higher demand for public services.Public institutions,as an important part of the public sector in China,are widely distributed in various public service fields and found with such problems as backward management,low efficiency and low public satisfaction,which even affect the coordinated development of local economy and society.In the Decision of the Central Committee of the Communist Party of China on Several Major Issues Concerning the Comprehensive Deepening of Reform in 2013,it was emphasized that "monitoring performance management,highlighting the implementation of responsibilities,and ensuring the consistency of powers and responsibilities." Since then,it has become an urgent task for the government to make innovation in the management mechanism of public institutions and improve the performance evaluation and performance management.Amongst others,local trade unions at all levels completed the reform successively at the end of 2017,making them one of the first units in China to complete the institutional reform.The organizational structure,functional attributes and nature of public institutions have been gradually clarified,and all kinds of business have been smoothly transitioned.In addition,as a group institution,trade unions take the pursuit of maximized public interests as their mission,and are featured by extensive business coverage and diverse modes.According to the characteristics and actual situation of the trade union system,this paper explores and constructs a performance evaluation system that meets the requirements for its scientific development in the new era,which may help optimize the quality of public service supply of trade unions,improve the efficiency of supply,and provide reference for further deepening the reform of public institutions.By analyzing the deficiencies of the current performance evaluation system of H Province Federation of Trade Unions,this paper specifically introduces the Balanced Score Card to reconstruct and optimize the performance evaluation system.By using the method of literature review,this paper collects and reviews relevant research literature at home and abroad,draws lessons from the latest research trends and achievements of the academic community,clarifies the research direction,and draws up research ideas.In the research on the current situation of the performance evaluation system of H Province Federation of Trade Unions,this paper mainly collects first-hand information through questionnaire survey,and collates and analyzes the data to find out the deficiencies.When optimizing the performance evaluation system,this paper uses new public management theory,principal-agent theory and cybernetics synthetically,and introduces the balanced score card to sort out the strategic objectives of the H Province Federation of Trade Unions and construct a strategic map.Based on the results of literature research and questionnaire survey,this paper revises the four dimensions of traditional balanced score card into four dimensions,such as service object,business performance,internal efficiency and capacity building.According to the intrinsic driving relationships among such four dimensions,this paper divides the performance evaluation system into three levels,a total of 47 indicators,and combines with actual work,puts forwards the suggestions for calculating indicators.Using the analytic hierarchy method,this paper determines the weight of each index one by one.Finally,by comparing the advantages and disadvantages of the new and old performance evaluation systems of H Province Federation of Trade Unions,this paper gives the applicable conclusions of BSC in the construction of performance evaluation system of H Province Federation of Trade Unions,and gives suggestions and opinions for the construction of performance evaluation system of public institutions based on the theory of balanced score card. |
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