Research On The Deficiencies And Improvement Strategies Of Digital Personnel Performance Management In Grass-Roots Tax Authorities

As one of the most important macroeconomic management and administrative law enforcement agencies in China,the primary task of the tax department is to organize China’s economic and financial revenue,adjust the current macro-economy and adjust the distribution of national income level.Nowadays,the tax department has a large team,many levels,long chain and difficult management.The all-round development of digital personnel performance management system has laid a strong foundation for tax authorities to further improve the quality and efficiency of tax collection and management functions and services.After the institutional reform in july2018,the tax system of L city began to apply the digital personnel performance management system.Over the past three years,it has accumulated rich experience and achieved good results.This paper makes a case study on the implementation of digital personnel performance management in L City’s tax system,investigates the problems existing in the current digital personnel performance management in L City’s tax system through a questionnaire,analyzes the causes of the current digital personnel performance management problems based on the performance management theory,two factor theory and objective management theory,and then puts forward the optimization path of digital personnel performance management and its corresponding countermeasures.The concept of digital personnel performance management is the result of the current development of human resource management.Through the big data technical analysis of the work of tax administrators,and through the cadre work evaluation based on data,we use objective data to fill the deficiency of subjective evaluation in traditional personnel management.But at the same time,there are still some representative deficiencies,such as inadequate application of digital personnel management system,inadequate management and implementation,and lack of daily supervision and management.These deficiencies lead to the implementation effect of performance management is not ideal.After the questionnaire survey,it is found that the causes of the current deficiencies are:the management concept is relatively backward,the system connection is not close enough,the technical support is not in place,and the incentive effect is not obvious.Finally,combined with the specific situation,this paper puts forward the improvement strategies,that is,promoting the digital transformation of management concept,strengthening the construction of digital personnel technology,deepening the application of integrated measures,and improving the supervision and management mechanism,so as to provide reference for the optimization and improvement of digital personnel performance management of L Municipal Taxation Bureau.