Research On Problems And Improvement Measures To The Tax Digital Personnel Information System

The Fourth Plenary Session of the Nineteenth Central Committee of the Communist Party of China put forward an action plan for “promoting the modernization of the country’s governance system and governance capabilities”.As an important part of the national governance system,the civil service management system needs to be improved and optimized.At present,the number of civil servants in the country has exceeded 7 million,and the tax cadres account for more than 10%.The huge number of personnel plus the weakness of traditional personnel performance management,that is,the paper-based records management,lack of "competition,incentive and elimination" has brought great difficulty to the management of the cadres.With the vigorous development of the Internet and big data,the State Administration of Taxation has promoted the use of a digital personnel management system to make cadre management and assessment specific,fractional,cumulative and open.This innovative mechanism is of milestone significance for promoting the scientific development of the tax cause and the comprehensive development of tax cadres.However,judging from the preliminary operation of digital personnel system and the accumulated data,although the system integrates the data from various departments and unifies the calculation to realize the digital management of personal performance,its implementation at the grassroots level still faces many difficulties,such as performance appraisal not linked to salary rewards or punishment,which is difficult to truly mobilize the enthusiasm of cadres;focusing on results rather than analysis,which is difficult to achieve job leaks and optimize the allocation of human resources;lack of rigid rules,which makes task-push through the system ineffective,etc.Since the personnel structure of Pengshan Taxation Bureau is similar to that of other grassroots bureaus,its digital personnel management can be seen as a representative.This thesis takes the digital personnel management practice of Pengshan as an entry point,and applies performance management theory and digital governance theory to analyze the problems in the operation of the system.Then the thesis puts forward suggestions for improvement from the aspects of system construction,implementation,data collection and appraisal.In chapter one,the thesis expounds the research background and significance of the problems and countermeasures in the operation of the digital personnel system.By reviewing domestic and foreign literatures,previous research findings are analyzed to illustrate the value of this research.Then,the research content,methods,innovations and shortcomings of this thesis are listed.Chapter two is mainly to explain the relevant concepts,introduce the theoretical basis and make distinctions among the theories.Chapter three utilizes multiple statistical data to illustrate the practice of digital personnel management of Pengshan,focusing on the analysis of the positive changes and the problems that still exist after the operation of the system.Chapter four proposes improvements to digital personnel management from the aspects of system construction,appraisal implementation,results application,advancement and institutional guarantee under the guidance of performance management theory and digital governance theory.Chapter five summarizes the full text and elaborates the future research directions.With the continuous advancement of the national governance system and the modernization of governance capabilities,the digital personnel system that integrates the thinking and methods of big data management is undoubtedly a useful exploration and has great referential significance.However,while digitizing the management of cadres,the concept of "people-oriented" and "comprehensive development" still cannot be set aside.When we use intelligent systems to reduce workload and improve management efficiency,we must also think deeply about how to improve related regulations and how to guide staff to be autonomous and how to turn management into a matter of participation for everyone,thereby promoting the overall improvement of organizational performance.