公务员年度考核有关问题研究——以某省气象系统对省辖市局局长考核为例-公共管理专业论文.docxVIP

PAGE PAGE IV ABSTRACT With the continuous development of public management, human resource management theory, civil servants annual assessment methods are gradually optimized, quantitative assessment become the mainstream trend, and has been fully practiced in all localities and departments. Compared with purely qualitative assessment, quantitative assessment is more objective and intuitive, and the examination results should be more valuable its long-term management of the civil service, but in the specific implementation process, there are still some problems which impact the objective and scientific nature of quantitative assessment to be solved Annual quantitative assessment of the provincial cities of the Secretary in a vertical system started early, has integrate system, and its typical nature was praised by higher authorities and provincial Organization Department for many times. On the basis of systematic summary, in accordance with relevant state regulations on management theory and the annual assessment of the civil servant, this paper deeply analyzed the outstanding and universal problems in annual assessment and tried to put forward some measures. In current situation of annual assessment, the main problems are: stress on forms and underrate substance, stress on quantitativeness and underrate qualitative-ness, stress on results and underrate processes and so on. There some flaws in democratic evaluation itself, personal relation ticket can not be completely avoided, a lot out tickets phenomenon exist, and simple weighted evaluation in democratic ticket results in its loss of strong representation. Ignoring comprehensive analysis of work performance and one-sided emphasizing lopsided on democratic evaluation results not fully reflecting performance -oriented in the annual assessment; not introducing public service targets and evaluation results in an incomplete subject of assessment; annual appraisal process ends with assessing results of the assessmen