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近几年来,目标管理责任制已在我们全省迅速推开,并且已经取得了很好的效果。但是,当前一些地方和单位存在着目标考核与干部考核相脱节的现象,不仅使目标管理的激励作用难以充分发挥,影响干部推行目标管理的热情,而且造成干部考核不能认真贯彻注重实绩的原则,使干部的评价和使用难以做到准确和公正。这些问题需要我们认真地研究和解决。一、把二者结合起来是目标管理和干部管理的共同需要目标管理责任制从实现的目的讲,可以区分为“提高工作绩效”和“提高人的能力”两种类型。但这两种类型是密切相关的。“提高绩效”必须激发人的工作热情,调动人的积极性,提高人的政治和业务素质;“提高人的能力”必须落脚于做好工作,完成任务,实现组织的目标,
In recent years, the target management responsibility system has been rapidly opened in our province and has achieved good results. However, in some places and units, there exists the phenomenon that the target assessment and the cadre assessment are out of step. This not only makes it hard to give full play to the incentive effect of target management, but also impels cadres to carry out the enthusiasm of target management, and causes the cadre assessment not to earnestly implement the principle of focusing on actual performance, Make the evaluation and use of cadres difficult to be accurate and fair. These problems need our careful study and solution. First, combining the two is a common goal of management and cadre management. The target management responsibility system can be divided into two types: “improving work performance” and “improving people’s ability”. But these two types are closely related. “Improving performance” must stimulate people’s enthusiasm for work, mobilize people’s enthusiasm and improve people’s political and professional quality. “Improving people’s ability” must be done in doing the work, fulfilling the tasks and achieving the goals of the organization.