Research On Performance Management Of "Digital Personnel" Of Ax Authorities From The Perspective Of Two-factor Theory

The General Office of the Central Committee of the CPC issued the Regulations on the Assessment of Leading Cadres of the Party and Government,which pointed out that "the organization(personnel)department should strengthen the informatization construction of assessment work,make full use of Internet technology and informatization means to carry out assessment,and improve the quality and efficiency of work".The national tax department bears the important responsibility of organizing income.With the institutional reform,tax cadres are faced with the embarrassing situation of reduced staffing,reduced positions and narrow promotion channels.How to manage the team and bring cadres well and explore a way to strengthen taxation? Scholars at home and abroad have done a lot of rich research on performance management,but it is still in the stage of "crossing the river by feeling the stones" to study the performance management of "digital personnel" from the perspective of two-factor theory.This thesis can not only effectively make up for the shortcomings of traditional organizational performance management,but also make a correlation study between two-factor theory and performance management,and also make a useful exploration of personal performance management.Based on the two-factor theory,this thesis takes N city tax bureau cadres as the research object,measures and analyzes them through questionnaires and interviews,and makes correlation analysis and statistical analysis on the collected questionnaires by software,and finally draws two conclusions: First,the overall satisfaction of N city tax bureau cadres with the performance management of "digital personnel" is only above the qualified line,and it is considered that the incentive factors and health care factors affecting this work mainly include fairness and justice,salary and benefits,work achievement,interpersonal relationship,position promotion and communication feedback supervision mechanism.The analysis of the satisfaction level of "digital personnel" performance management shows that the overall satisfaction level of women is higher than that of men;"Over 50 years old" tax cadres have the highest satisfaction;The satisfaction degree of tax cadres with low academic qualifications is higher than that of tax cadres with high academic qualifications;The working years are in direct proportion to the satisfaction of tax cadres;Job level is positively related to satisfaction,and the higher the job level,the higher the satisfaction.Second,the performance management of "digital personnel" in N City Taxation Bureau mainly involves performance culture,evaluation mechanism,application of results,etc.The reasons can be summarized as deviation in ideological understanding,imperfect system and mechanism,and backward information technology construction.On this basis,this thesis puts forward some countermeasures and suggestions to optimize the performance management of "digital personnel" from the aspects of strengthening positive orientation of incentives,improving supervision and feedback mechanism,establishing a scientific and effective evaluation mechanism,optimizing information technology support,and building a soft environment for performance culture.