| Due to the particularity of the civil service system and identity, in our country many civil servants after into the civil service, generally has a "iron rice bowl" thoughts, especially many young civil servants in A La Sang Meng, after very complicated selection processes, but showed a little bit down in professional dedication, they also had a kind of thoughts like a monk bump a day clock.From2007, A La Shang Meng national taxation bureau began to introduce the performance appraisal system in order to improve everyone’s work passion and enthusiasm and promote their career’s development better.Through the survey of current performance appraisal system, this article analysis its advantages and disadvantages and puts forward to the solutions.Firstly, A La Shang Meng national taxation bureau current performance appraisal system present situation.Secondly, from the current performance appraisal system, it has received preliminary effects. The work style has changed, service quality has improved obviously, responsibility has been stronger and consciousness and initiative of learning also got improved, but we still have to face many problems.1.Facing the challenge of the reform of performance appraisal. We should reform the current system, equip with professional human resources management talents and information technology.2. The misunderstanding of the performance appraisal. Appraisal target is too simple, not equitable enough;3.The result and function of performance appraisal could not play a role in the whole system.Thirdly, the strategies and suggestions.According to the specific conditions of A La Shan Meng, this article puts forward the strategies and suggestions as below. We could follow the scientific performance evaluation principle, establish an objectives fairness and democracy justice atmosphere, implement the principle of survival of the fittest, introduce the advanced management concept, thereby continue to improve the tax performance evaluation. We also need to innovate performance evaluation development idea, promote the thought highly unified, try our best to understand the performance appraisal, talk about management. Through the setting of standardization work goal, performance evaluation and feedback work, we could promote the work methods and performance improvement of civil servants in order to set up their leading character thought in performance evaluation principle.We need to innovate performance management mechanism, strengthen the performance evaluation authority.We need to innovate the performance evaluation content, strengthen the scientific management of evaluation indicators, surround the principle of "check what you do only" to formulate. Of course we could cover the shortage which is probably brought by the incomplete system, mechanism and principle in a certain extent.We also need to innovate performance evaluation form, broaden the scope of performance evaluation and enhance the public trust. To innovate the use of evaluation result, the use of evaluation results directly related to the results of incentive system and performance management, so we should enhance the performance management incentive effects. |
