Research On The Optimization Of Employee Performance Appraisal System Of H City Ecological Environment Sub-bureau

With the increasingly fierce competition for talents across the country,more and more people are beginning to pay attention to the importance of human resources management in the public sector,and the pros and cons of the level of human resources management in the public sector have also become the focus of attention of all sectors of society.As a government agency that undertakes the functions of social affairs management,the human resources management of the ecological environment department is also an important factor that affects its development and growth.The level of management directly affects the performance of its social functions.The report of the 18th National Congress of the Communist Party of China also clearly stated:"Innovate administrative methods,improve government credibility and execution,and promote government performance management." Under this development trend,if the public sector wants to further meet the requirements of society for the diversified demand for public goods,it is necessary to improve the existing human resource management model and design a complete and effective performance assessment management according to its own development characteristics.The plan,in order to fully stimulate the potential of existing human resources,fully mobilize the enthusiasm of employees to work,so that they can show their potential value and create more value for society.This paper takes the social and public sector of a city's ecological environment bureau as a specific research object,and uses a basic method combining questionnaire surveys,field surveys and interviews to diagnose the current performance appraisal mechanism of the public sector through in-depth investigations,and finds out the current Problems in performance appraisal.Then based on the theory of demand management,motivation theory,etc.,combined with the many problems existing in the performance evaluation of employees in the ecological environment department to conduct in-depth research,find out the key points of the problems,and propose to optimize the performance evaluation management system of employees in the ecological environment department.Suggestions.This thesis is mainly divided into six parts.The first part mainly introduces the significance of the research background of the article and the status quo of performance evaluation research at home and abroad;the second part mainly discusses the relevant theories of public sector performance evaluation.The third part is to investigate and analyze the status quo of the performance appraisal system of the institutions in the ecological environment through questionnaires and field surveys.The fourth part is to analyze and summarize the results of the questionnaire to find out the key issues in the performance evaluation and analyze the reasons for the formation of the problems.The fifth part is to address the problems existing in multiple"performance evaluations" and propose optimization in conjunction with related theories Ideas and suggestions for the performance evaluation system of a city's ecological environment branch bureau;the sixth part is conclusions and prospects.Through the study of the performance evaluation management system of employees in the ecological environment department,it is not difficult to conclude that in the continuous development of China's economy and society,human resources management in the public sector should be more adapted to the development of the times,and constantly seek and improve its own incentive mechanism to further mobilize The enthusiasm and initiative of employees,improve the efficiency of the public sector,and contribute to the overall improvement of social public services.