Study On The Optimization Of Digital Individual Performance Evaluation In L City Tax Bureau

Along with the development of the era,information technology has gradually become the mainstream of development,in the face of the new requirements of the party central committee cadres team construction,the new standard,how to integrate information technology and the cadres team construction of organic integration,how to apply information technology,digital means to improve the cadre performance evaluation and management of the scientific nature and effectiveness,has become an important topic in the research of the public sector.In September 2019,the innovative "Digital Personnel" system launched by the State Administration of Taxation covered all tax systems across the country,providing a powerful way to motivate officials and officials to start their own businesses.With the promotion and practice of "Digital Personnel" cadre performance appraisal system,some prominent problems have been exposed gradually,which affect the effect of the system implementation.How to solve the existing practical problems is very important to improve the effectiveness of the "Digital Personnel" cadre performance evaluation system.Based on L County Tax Service as the research sample,this paper use literature research,combing the “Digital Personnel” related concepts and theoretical basis,and on this basis,using the method of questionnaire and on-the-spot interviews,analyzed the L County Tax Service "Digital Personnel" constitute the personal performance evaluation index system,and data using the related content,focus on analysis of existing problems and the reasons,And put forward targeted optimization suggestions.Through the research,it can be concluded that the "Digital Personnel" cadre performance evaluation system of L County Tax Service mainly has problems such as insufficient evaluation atmosphere,insufficient design of evaluation indicators,insufficient practical operation and insufficient comprehensive application of results.The main reasons for the problems are that the evaluation culture construction is not in place,the evaluation index adjustment is not flexible,the daily management is not perfect and the incentive mechanism is not scientific.In combination with the theories related to public management,based on the practical work,and drawing on the successful experience,this paper puts forward four suggestions: to create an evaluation culture atmosphere,optimize performance management indicators,improve the system running machine and improve the application level of results.