深圳市西乡街道办事处临聘人员绩效管理问题研究

发布时间：2018-03-27 07:11

本文选题：临聘人员　切入点：绩效管理　出处：《哈尔滨工业大学》2014年硕士论文

【摘要】：随着我国经济的快速发展，社会对政府部门的要求也相应提高，管理任务也日益繁重，特别是基层的公共管理与服务任务的不断增强，这就要求政府部门需要更多的人员执行和处理日常事务，以保障机构的正常运行。然而，由于在进行人口统计时不可避免的会存在一些误差，再加上公务员编制必定会产生一定的人工成本给政府带来了财政压力，使得根据一定的人口比例和业务量编制的公务员无法满足社会需求。在这种背景之下，各级政府部门包括深圳市西乡街道办事处都在聘请临时员工来承担临时性的和辅助性的工作，，例如协助执法，信息的搜集处理，文件收发及其他工作。所以随着临聘人员的不断增加，如何对临聘人员进行规范管理显得尤为重要，本文重点针对深圳市西乡街道办事处临聘人员绩效管理进行分析探讨。虽然临聘人员的使用在一定程度上缓解了深圳市西乡街道办事处正式编制不足的问题，在西乡街道办事处管理和服务社区的职能中也产生了一定的辅助作用，但是在实际运用中，由于目前深圳市西乡街道办事处缺乏一套行之有效的绩效管理体系，例如，被考核者与考核者之间存在信息不对称、考评主体单一、缺乏平时考评、无法对考评内容进行及时反馈以及考评结果未得到充分利用等，使得深圳市西乡街道办事处对临聘人员的工作绩效无法进行客观衡量、及时监督、有效指导和科学奖惩，无法调动临聘人员的工作积极性和降低流动率，从而引发了一系列的“临时工问题”。本文首先概述了政府临聘人员绩效管理的相关理论。其次介绍了深圳市西乡街道办事处临聘人员的基本情况以及临聘人员绩效管理存在的问题，并就存在的问题进行了原因分析，然后运用目标管理，绩效管理，层次分析法与模糊综合评价法等科学理论与方法，针对性提出一套完善目前深圳市西乡街道办事处临聘人员绩效管理的方案。文章最后总结不足并提出有关建议。
[Abstract]:With the rapid economic development of our country, the demands of the society on the government departments have been raised accordingly, and the management tasks have become increasingly onerous, especially the increasing public management and service tasks at the grass-roots level. This requires that government departments need more personnel to carry out and handle daily affairs in order to ensure the normal functioning of the organization. However, there will inevitably be some errors in the conduct of demographics. Coupled with the fact that the establishment of civil servants is bound to bring about certain labour costs to the government, resulting in financial pressure on the part of the government, the civil servants who are based on a certain proportion of the population and the volume of business are unable to meet the needs of society. In this context, Government departments at all levels, including the Xixiang Sub-district Office of Shenzhen City, are hiring temporary staff to undertake temporary and auxiliary work, such as assisting in law enforcement and information collection and processing. With the increasing of the number of pro-employed personnel, it is particularly important to standardize the management of them. This paper focuses on the performance management of pro-recruits in Shenzhen Xixiang subdistrict office. Although the use of temporary employment personnel to a certain extent alleviates the problem of inadequate formal establishment of the Xixiang Sub-district Office in Shenzhen, it also plays an auxiliary role in the management and service functions of the Xixiang Sub-district Office. However, in practice, due to the lack of a set of effective performance management system, for example, the information asymmetry exists between the examinees and the examiners, the main body of the appraisal is single, and the usual evaluation is lacking, because of the lack of a set of effective performance management system at present in the Xixiang Sub-district Office of Shenzhen City. The lack of timely feedback on the evaluation content and the inadequate utilization of the evaluation results make it impossible for the Xixiang Sub-district Office of Shenzhen to objectively measure the work performance of the temporary recruits, supervise in time, effectively guide and scientifically reward and punish, etc. The inability to motivate and reduce turnover has led to a series of "temporary worker problems". This paper first summarizes the relevant theories of the performance management of the government appointees. Secondly, it introduces the basic situation of the pro hires in the Xixiang Sub-district Office of Shenzhen City and the problems existing in the performance management of the appointees. The reasons for the existing problems are analyzed, and then scientific theories and methods, such as objective management, performance management, analytic hierarchy process and fuzzy comprehensive evaluation, are used. This paper puts forward a plan to improve the performance management of the temporary hires in the Xixiang Sub-district Office of Shenzhen City. Finally, the paper summarizes the deficiencies and puts forward some suggestions.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D630.3

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