Study On The Performance Evaluation System Of Chinese Procuratorial Organs

For organizations in the modern society, the scientific, normative and reasonablemanagement system is the inevitable and optimal choice, especially for theprocuratorial organ with important social responsibility and administrativefunctions.Procuratorial organs be with a fairly high degree of inclusiveness and elasticity.And procuratorial organs’ management problem need to be addressed in particularly. In orderto solve these problems, the procuratorial organs begin to pay close attention to thepopularization of concept of performance management and the evaluation of performancesystem. However, what we also need to face is that, the construction andimplementation of quantitative performance appraisal system of the procuratorialorgans is still at the stage of exploration, facing many major challenges and dilemma.Therefore, under the lead of the concept of scientific development, set up aperformance evaluation system with solid theoretical foundation, high practiceefficiency and meeting the needs of China’s procuratorial organs objective, is for thecurrent performance management in the field of important theoretical supplement, aswell as be the the realistic subject for current procuratorial organs to improved andsolved.Therefore, comprehensively considering the realistic problems and the status quoof the theory above, in the face of the strategic significance, the inevitable choice,objective requirement and important challenges of the construction andimplementation of quantitative performance appraisal system of the procuratorialorgans, the topic of this study is:This study synthetically use the knowledge of management, psychology, humanresources management, be based on equity theory, target management theory,contingency theory, incentive theory, and in the situation in China, analyze the statusquo of procuratorial organs’ performance evaluation, summarizes the objectiveproblems, explore the root of problems, and finally from concept, mode and level inthe field of China’s procuratorial organs performance evaluation system gives advice.This paper use two kinds of methods synthetically, including literature researchand survey research. Firstly, starting from the literature review, including theperformance management system, the procuratorial organs performance management system, performance management theory, and then combined with the observation ofthe management practice, specific research topic, form the ideal performanceevaluation system design; Design and implementation of performance evaluationsystem is the innovative work need to test in practice, this paper set the first branch inB city attorney instances of performance evaluation system as an example, analyze itsadvantages and disadvantages, put forward improvement suggestions andimprovements.This study gives the research conclusions and corresponding recommendationsare as follows:1.The establishment and implementation of the customized performanceevaluation system of procuratorial organs is of great significance. Setting up aperformance evaluation system with solid theoretical foundation, high practiceefficiency and meeting the needs of China’s procuratorial organs objective, can behelpful for construction of procuratorial organs’ personnel team and constantencouragement, be helpful for improving and upgrading the procuratorial office ofpersonnel management level and efficiency, be helpful for the standardization of theprocuratorial organ construction, be helpful for pushing the procuratorial organsexercise and implement the exclusive authority as a national important legalsupervision department.2.Procuratorial organs’ performance evaluation system need to be examinated andtested persistently by important theory.The construction and implementation ofquantitative performance appraisal system of the procuratorial organs is need to relyon the important theory basis at the back of the performance management.3.The performance appraisal system of procuratorial organ needs to be improvedcircularly from a number of key points, including to improve the organization andmanagement work of appraisal, to adjust and perfect the assessment indicatorsdynamically, to improve and perfect appraisal method continuously, to apply theperformance appraisal results scientifically.