铜陵市招商部门工作人员绩效考核机制优化研究

发布时间：2018-01-12 18:29

本文关键词：铜陵市招商部门工作人员绩效考核机制优化研究　出处：《安徽财经大学》2017年硕士论文　论文类型：学位论文

【摘要】：消费、投资、出口是拉动经济增长的“三驾马车”,而招商引资则是“三驾马车”中投资的关键力量,是当前稳增长、调结构、惠民生的重要推进器。对于地方政府来说,招商引资是一个地方开放自觉和发展自信的重要标志,是拉动经济增长和促进社会进步最重要、最直接、最现实的途径,是加快转型发展的必由之路。招商引资工作人员是开展招商工作的主体力量,对人员实行绩效考核是切实提升团队素质和技能的有效手段,是招商工作得以顺利进行的保证。招商引资部门属于政府工作部门,近年来,很多地区开始探索建立针对招商引资部门人员的绩效考核机制,然而,由于缺乏有效经验和深入研究,建立起来的考核机制不够科学合理,未能很好地发挥招商工作人员的主观能动性,一定程度上制约着招商人员的绩效发挥,从而影响招商引资目标任务的实现,给地方的经济发展带来不利影响。本文在查阅国内外关于公共部门绩效考核相关资料的基础上,结合人力资源绩效考核相关理论,以安徽省铜陵市为研究对象,对招商部门工作人员的绩效考核制度进行了优化和完善。首先介绍铜陵市招商部门工作人员的基本情况和绩效考核现状,通过发放、收集调查问卷,深入分析当前招商人员绩效考核机制中存在的问题和不足,如考核指标设计模糊、缺乏针对性、考核指标权重确定不合理、考核结果未得到有效利用等,并结合绩效考核相关理论,找出问题成因。然后针对上述问题,根据铜陵市招商引资工作的目标和实际,选择运用目标管理法来对现行的绩效考核指标体系、考核结果运用等方面进行优化,并提出考核体系的实施保障,使考核更具有针对性和科学性,从而提升招商人员个体的工作积极性、工作能力和整个团队的战斗力。新的绩效考核机制以目标管理为指导思想,考核指标的设置更贴合招商部门工作人员的岗位实际,考核过程更具有操作性、实用性,能有效促进招商引资目标任务的实现。同时,考核结果的运用能满足员工在物质和精神两个层面的双重追求,充分发挥了绩效考核机制的激励作用。最后,对本文的研究结果进行了总结,并对研究方面的不足之处加以说明,对未来的研究方向进行了展望。本文对优化招商部门工作人员绩效考核体系的探索,对于进一步提升政府公共部门的行政效能,切实提高绩效考核的实效性有一定的意义。
[Abstract]:Consumption, investment, and export are the "troika" to stimulate economic growth, while attracting investment is the key force of investment in the "troika", which is the current steady growth and adjustment of the structure. For local governments, attracting investment is an important symbol of local openness and self-confidence, and is the most important and direct way to stimulate economic growth and promote social progress. The most realistic way is to speed up the transformation and development of the only way. Attracting investment staff is the main force to carry out the work of investment, the implementation of performance appraisal is an effective means to improve the quality and skills of the team. Investment departments belong to the government departments, in recent years, many regions began to explore the establishment of performance appraisal mechanism for the staff of investment departments, however. Due to the lack of effective experience and in-depth research, the assessment mechanism established is not scientific and reasonable, and the subjective initiative of the staff is not well brought into play, which to some extent restricts the performance of the staff. In order to affect the realization of the target of attracting investment and bring adverse impact to the local economic development, this paper looks up the relevant information about the performance appraisal of the public sector at home and abroad. Combined with the theory of human resource performance evaluation, Tongling City, Anhui Province as the research object. The performance appraisal system of the staff of the investment promotion department is optimized and perfected. Firstly, the basic situation and the current situation of the performance appraisal of the staff of the investment promotion department in Tongling city are introduced, and the questionnaire is collected through issuing. In-depth analysis of the current performance appraisal mechanism of investment recruitment problems and shortcomings, such as fuzzy design of assessment indicators, lack of pertinence, the weight of the assessment indicators is unreasonable, the results of the assessment has not been effectively utilized and so on. And combined with the relevant theory of performance appraisal to find out the causes of the problem. Then, according to the above problems, according to the objectives and practice of investment promotion in Tongling City, choose to use the method of target management to the current performance appraisal index system. The application of assessment results and other aspects of optimization, and put forward the implementation of the evaluation system to ensure that the assessment is more targeted and scientific, so as to enhance the enthusiasm of individual investors. The new performance appraisal mechanism takes the objective management as the guiding ideology, and the setting of the assessment index is more in line with the actual position of the staff of the investment promotion department, and the appraisal process is more operable. Practicability can effectively promote the realization of the objective task of attracting investment. At the same time, the application of the assessment results can meet the dual pursuit of both material and spiritual aspects. Finally, the research results of this paper are summarized, and the deficiencies of the research are explained. The future research direction is prospected. This paper explores the optimization of the performance appraisal system of the staff of the investment promotion department, and further improves the administrative efficiency of the government public sector. It is of certain significance to improve the effectiveness of performance appraisal.
【学位授予单位】：安徽财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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