Research On The Problems And Countermeasures Of "Digital Personnel” In M City

"Digital personnel" is a electronic personal performance management software implemented by the the State Taxation Administration in the civil servant system.It is an institutional innovation of scientifically improved the performance evaluation effect of tax teams in the new period."Digital personnel" uses emerging technologies and concepts such as big data and "Internet Plus" to emphasize the management data of tax cadres in all directions and full processes in design.Compared with the assessment,the original intention was to apply the rigidity of the assessment results of the digital system to the process of cadre performance distribution,job appointment,and promotion of the rank,so as to mobilize the enthusiasm of the cadre team officer to start a business,and forcing tax authorities to improve the level of internal management and external services.This article uses the specific practice of "digital personnel" for three years.It objectively sort out and summarizes the implementation effect of "digital personnel" through questionnaire surveys,interviews,and data.It can also be managed to see the leopard and three-dimensional reflecting the practice of "digital personnel" in the national tax system.This article believes that from the perspective of the State Taxation Administration,"digital personnel" is generally worthy of recognition and achieved actual results.It is mainly reflected in three aspects: Firstly,the strict management and fine assessment of the cadre team are realized."Digital personnel" stopped the unhealthy style of "selling face" during the previous assessment;the second was to revitalize the vitality of the team."Digital personnel" linked to the personal interests of cadres,adding work motivation to cadres who want to and capable officers,and also conduct pressure on cadres who are mixed and not observed.Therefore,The spiritual appearance of the cadre team has changed significantly;Finally,the scientifically of decision-making."Digital personnel" stood out some of the excellent and dedicated but "no antenna" in terms of knowledge.It also made party committees at all levels gradually focus on "more than data" from the original "impression",adding to the promotion of cadres.As a new thing,the problems and reasons for the implementation of the "digital personnel" implementation are the research focus of this article.Based on the survey and analysis,this article believes that there are four main problems in the "digital personnel" at this stage: Firstly,the design and weight coefficient distribution of the assessment index system is not reasonable.Personal performance design has led to excessive subjective factors in the assessment,and the results of the assessment cannot be completely objectively reflecting cadre performance.Organizational performance design leads to insufficient performance differences between different departments;Secondly,the mechanism of the assessment results is still insufficient.At present,the "digital personnel" can only be used as a necessary condition for promotion and upgrading,and it is not fully linked.This is wrong to a certain extent with the original design of the General Administration’s design;Thirdly,the assessment process control is incomplete.During the assessment process,there is a blockage point in information circulation,which leads to a missing position between cadres communication.Finally,the "digital personnel" assessment concept has not yet been deeply rooted in people’s hearts.This is because the "digital personnel" is currently insufficient,and objective tax systems are not enough to publicize the "digital personnel".This article believes that "digital personnel" is worthy of gradually promoting in the civil servant system after further improvement.The structural reason for the current problem is that the responsibility system that matches the digital quantitative assessment is insufficient.Although most units have been determined to be responsible,the specific content and responsibility boundary are relatively vague,which leads to the disconnection of the assessment indicators from the actual work of the post,making the "digital personnel" design inherently insufficient;To be authoritative,fair,and reasonable,this makes the "digital personnel" implement the day after tomorrow.This article recommends that the tax system should build a clear and complete responsibility system in a macro."Digital personnel" can consider optimizing the communication and supervision mechanism of personal performance quantitative indicators in micro,adjust the proportion of organizational performance weights,increase the use of "digital personnel" results of the results of the results of the results of the "digital personnel" results.At the same time,focusing on strengthening publicity and creating a better assessment atmosphere.