Research On The Problems And Countermeasures In The Connection Between Organizational Performance And Individual Performance In The H District Taxation Burea

With the further development of China’s reform and opening up,the ideas and methods of enterprise performance management have been gradually applied to the work of the government.However,at present,the domestic research on the performance evaluation and administrative behavior of the relevant administrative organs mostly stays in the macro evaluation,and little attention is paid to the performance of the government departments in the middle level organizations and in the micro level individuals.Since2014,the State Administration of Taxation has successively piloted the implementation of performance management and digital personnel in the national tax system.After the pilot,revision,implementation and improvement,tax performance management and digital personnel have played a positive role in promoting.Exploring and studying the connection between public sector organizations and individual performance is conducive to further improving the completion of organizational goals and the growth of individual cadres,and is more conducive to the construction and efficient management of civil servants.Based on the general background of the performance management policy of national civil servants and the actual situation of the performance management work of the tax department,this paper analyzes and studies the performance management and digital personnel(that is,personal performance management)implemented by the H District Tax Bureau from the perspective of the municipal tax bureau by using social survey methods such as literature analysis,questionnaire survey,interview,etc.,with the purpose of exploring how to,How to effectively combine the performance of its internal organization and individual,and form a benign,two-way interaction and influence between them.Firstly,this paper analyzes the current situation of the connection between the organizational performance and individual performance of the tax bureau in H District,to understand the real situation of its organizational performance management and individual performance management.Secondly,through questionnaires and field interviews with tax officials,it is concluded that there are still problems in their performance management,such as the disconnection between the setting and decomposition of organizational performance and individual performance indicators,weak correlation between the results,little impact of organizational performance on individual annual performance,and inadequate use of evaluation results.Finally,in view of the problems existing in the process of linking the organizational performance and individual performance of the tax bureau of Zone H,this paper suggests that it continue to optimize the organizational and individual performance indicator system,set indicators scientifically and rationally,formulate indicator preparation rules,establish key indicators for the organization and individuals,and pay attention to the difference of indicator setting;We should further improve the linkage mechanism between organizational performance and individual performance,reshape the design ideas of the mechanism,continue to improve the system construction,and improve the linkage weight of organizational performance;It is necessary to further highlight positive incentives and improve the application of evaluation results,adhere to the guidance of positive incentives,continue to expand positive incentives,appropriately strengthen disciplinary measures,strengthen supervision to achieve the integration of supervision and examination,mobilize the enthusiasm and initiative of cadres,and achieve the simultaneous development and growth of the organization and individual cadres of the tax bureau in H District.It is expected to provide reference for the tax department to establish an effective link between organizational performance and individual performance.