Research On Personal Performance Appraisal Management In Tax System Of City B

The assessment of civil servants is the basis and foundation of employment,the tax department is the state in charge of tax management and the department with administrative law enforcement power,the tax system from the general bureau to the grass-roots tax bureau has a large number of cadres,more internal levels of the team,wide geographical distribution,strengthen the construction and management of the tax cadre team is a heavy responsibility,arduous tasks,so the personal performance appraisal management of civil servants in the tax department is very important.For this reason,for the personnel management department of the tax system,how to improve the overall quality and ability of the tax cadre team through comprehensive personal performance appraisal management of civil servants,and how to cultivate a team of highly capable and high-quality talents is an urgent problem to be solved in the current tax system.With the further strengthening of the management of personal performance appraisal in the tax system,in 2014,the State Administration of Taxation creatively proposed the concept of "digital personnel",and personal performance appraisal management as a key link of the "digital personnel" system.This paper takes the individual performance appraisal management of the tax system of city B as a specific research object,and studies related issues in personal performance appraisal management management of the grassroots tax department based on the methods of on-site assessment file data survey and performance appraisal satisfaction survey,aiming to analyze and elaborate the existing problems in the current personal performance appraisal work of the grassroots tax department.The setting of indicators does not fully reflect the needs of actual work,information collection is not comprehensive and standardized,assessment results are not objective enough,and results are not used sufficiently,all of which directly affect the satisfaction of employees with performance appraisal results and the actual effect of performance appraisal in the tax system of City B.Combined with these problems,this paper puts forward relevant countermeasures from the following aspects: comprehensive promotion assessment culture,improving ideological initiative,improving the setting of indicators,giving play to the assessment function,optimizing the information system,ensuring the comprehensiveness of information,implementing the evaluation system,enhancing the objectivity of the assessment,making good use of data results,and ensuring the effectiveness of the examination.Through scientific and effective association,an assessment model for the coordinated development of individual and organizational performance is established,in order to achieve the common realization of personal goals and organizational goals,and form a benign interaction between personal performance promoting organizational performance and organizational performance pulling individual performance.