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机关事业单位绩效考核主要使用强制正态分布法,普遍存在不重视编外队伍绩效考核、优秀比例偏低、正面激励考核观念尚未建立等问题。绩效考核按考核目的可分为任务维度考核与关系维度考核,前者主要判断员工“称职”与否,后者主要分配稀缺优秀名额。在此基础上提出适当提高优秀档次比例、设置团队“优秀”考核奖、细化量化任务维度考核指标、人事处发挥绩效考核调控指导作用等改进绩效考核的措施。
The performance evaluation of government agencies and institutions mainly use forced normal distribution method, and there is a widespread problem that the performance evaluation of non-supervised teams is not valued, the outstanding proportion is low, and the positive incentive assessment concept has not been established yet. According to the purpose of examination, performance appraisal can be divided into task dimension examination and relationship dimension examination. The former mainly judges employees “competent” or not, the latter mainly distributes scarce excellent places. On this basis, some measures to improve performance evaluation, such as improving the grade of excellent grades, setting up the team “excellent ” evaluation award, refining the quantification task dimension assessment indicators and the personnel department playing the role of performance evaluation and control guidance, are put forward.