Research On Performance Management Of CZ Highway Bureau Based On Balanced Scorecard

Since 2011,public institutions have carried out a series of reforms and achieved remarkable results.At this stage,in the face of a new form of institutional reform,requiring institutions to divest administrative functions,fully return to the attributes of public welfare services,and provide better public services for social work,it is necessary to further improve the performance level of institutions and strengthen the construction of institution performance management systems.This article focuses on the performance management of the CZ Highway Bureau.Through the form of a questionnaire,the current status and existence of the performance management of the CZ Highway Bureau at this stage are within a certain range of the Highway Bureau and the Provincial Department of Transportation,the Provincial Highway Bureau and the CZ Highway Bureau.Question and suggestion to conduct a questionnaire survey and interview some employees of the unit to understand the specific performance management of the unit.Through the questionnaire and interview results,sort out the existing problems and analyze the reasons.It is concluded that the employees are generally concerned about the following issues: employees generally lack performance management concepts,performance management links are missing,performance management lacks norms,performance evaluation indicators are set irrationally,and employees lack attention to performance management.The specific reasons are due to the particularity of the public institution and public products,the lack of service awareness within the public institution,the low degree of openness in performance management and the unreasonable incentives.After comparing the advantages and disadvantages of different performance management methods,the balanced scorecard was used to optimize the performance management system of the CZ Highway Bureau,effectively combining the development goals of the public institution and the individual development goals of the employees,and effectively improving the performance and organizational performance ofthe public institution.Realize the good expectations of the people for the public services essential to life.