【作者】 李娟娟；

【导师】 陈通；

【作者基本信息】 天津大学 ， 管理科学与工程， 2009， 硕士

【摘要】 公安机关作为国家的行政执法管理机关,担负着打击敌人、保护人民、惩治犯罪、维护稳定的重大使命。公安机关绩效评价是对一个地方公安警务工作和队伍建设效益的评价过程,是公安队伍管理长效机制的重要内容,是实现公安队伍管理的正规化、标准化和制度化的有效途径。但是,由于公安机关的业务活动复杂、其服务又具有无形性和效用潜在性,导致现有的考核体系既过于繁琐且多以定性评价为主,因而其可操作性并不强。为了更有效地促进公安机关整体服务水平和个人业务能力的提高,本文运用绩效管理理论、定量与定性相结合的技术、比较分析方法、实证研究等方法建立了一套公安机关两级绩效考核方案。论文首先分析了研究的背景和意义、国内外相关领域研究现状和趋势以及公安绩效考核相关理论;进而分析了深圳市公安机关绩效考核所面临的主要问题,包括目标设定不科学、绩效指标缺乏科学性、考核过程和结果处理不当等。论文随后重点研究了深圳市公安机关绩效考核体系的构建过程,确定了个人素质、知识结构、业务绩效和纪律作风四个绩效考核维度;通过进一步分解考核维度,确定了沟通与交流能力、政策理论水平、工作数量和政治思想等18项考核指标;并设计了以功效系数法为基础的数据处理方法,以层次分析法确定权重以计算综合考核指标的核算方法。论文的第四章以深圳市公安机关绩效考核为背景构建了深圳市某区公安局两级绩效考核方案,对单位和个人的绩效考核内容和过程作了明确规定。最后,通过实证研究证明了所设计的公安机关绩效考核方案具有良好的可操作性和社会应用价值。更多还原

【Abstract】 As the administration and law enforcement bureaucracies of a country,Public Security Departments(PSD) are charged with the mission of fighting against enemy, protecting people,punishing crime and maintaining social stability. Performance evaluation, here, refers to the processes for assessing the service and organizational construction levels of PSD. It is an important content of long-term management of PSD, which is an effective approach for realizing the normalization, standardization and institutionalization of PSD. However, the existing assessment mechanisms are too inconvenient and qualitative to being more practical because the work flows of PSD are complex and its services sometimes with potential utilities are intangible.In order to improve the whole performance of PSD and individual capacity, this paper used performance management theory, quantitative and qualitative combination of technology, comparative analysis methods as well as case study to establish a two-level performance assessment system. Firstly, background and significance of the study are given and the interview of relevant domestic and international research in the field. It was followed by theories of performance evaluation and analysis of the problems faced by Shenzhen PSD, such as unscientific goals-setting and performance indicators, the lack of reasonable assessment process and treating results improperly. The paper also laid emphasis on establishing a new assessment indicator system including four dimensions, namely individual qualities, knowledge structure, business performance and working style, and then all the dimensions are further divided to 18 concrete indicators, then the methods for editing data and calculating comprehensive indicator were proposed. The paper in chapter 4 constructed the two-level assessment system involved the detailed contents and processes for assessing individual and organizational performance. Finally, a case on how to conduct indicator calculation, result analysis and management tactics was given based on Shenzhen public security department, which demonstrates its practicality and social application value.更多还原