Research On Civil Servant Performance Management Of Land Environment And Resources Bureau Of S City

Civil Servant Performance Management has been the focal point of humanresource management. As a microcosm of Chinese primary government departments,Land Environment and Resources Bureau of S City supports social and publicservices and its Civil Servant Performance Management is more complex. In order toimprove the performance of civil servants and establish an efficient service-orientedgovernment, it is necessary to study the Civil Servant Performance Management ofthe Land Environment and Resources Bureau of S City and to proposecountermeasures for improvement.Chapter I introduced the research background, purpose of the study, content andmethod, and the idea of the paper. Chapter II reviewed the performance managementtheory focusing on performance, performance appraisal, performance management,performance management system and so on. This part overviewed domestic andinternational literatures about Civil Servant performance management thus laid atheoretical foundation for whole study. Chapter III discussed the staff composition ofthe Land Environment and Resources Bureau of S City and its Civil Servantperformance management status quo. Then this section found out problems in CivilServant performance management. Chapter IV put forward to countermeasures forimproving Civil Servant Performance Management of the Land Environment andResources Bureau of S City Civil.Based on related theory, this paper studies the Civil Servant PerformanceManagement Status with using documents research, and comparative and systematicresearch methods, then finds the following problems: First, lack ofperformance-oriented organization culture and advanced performance managementidea. Second, the Civil Servant performance management system has seriousproblems, such as, the unclear purpose and content vague standards, unreasonableprocedures, disconnection between appraisal results and performance improvement,simple application of appraisal results. Third, lack of legal and institutional guaranteesand performance management operating mechanism is unreasonable. The causes ofthese problems include five aspects—environmental impact of traditional politicalculture, unsound legal system, unique drawbacks of government departments, thehard-to-quantify output of the Civil Servant, and the lack of effective supervisorymechanism. Synthesizing these problems and causes, and combining related theory,this article proposed some suggestions: First, build organizational culture of advancedperformance management, enhance civil servants’ performance awareness, andestablish performance concept of people’s supremacy. Second, build the Civil Servantperformance system from five links including plan, implementation, evaluation,feedback, and diagnosis. Third, with perfect system and efficient team, ensureperformance management of civil servant orderly in long-term, and aims to managethe performance under the guidance of advanced performance management idea.