摘要
绩效考核作为人力资源管理的一项基本职能，其重要性和必要性已经越来越被社会公众所接受，并且得到了较好的运用，对增强企业竞争力、提高企业效益起到了重要的作用。而在我国的事业单位中，绩效考核并没有真正受到重视和发挥作用，特别是针对财政科研型事业单位人员的绩效考核，研究和运用都很少，为此，本文以内蒙古财政科研所为案例，对财政科研类事业单位人员的绩效考核体系进行研究，希望通过研究对促进财政研究行业和相关事业单位绩效管理水平的提高有一定的参考和借鉴价值。
本文在总结绩效考核理论和方法的基础上，借鉴其他行业的理论研究和实践经验，对内蒙古自治区财政科研所现行的绩效考核体系进行分析，提出现存考核体系的弊端及存在的问题，并根据科研所现有人员类型分别运用360度绩效考核法、KPI考核法、目标管理法对各类型人员的绩效考核体系进行设计。在课题研究最后，系统提出了财政科研所在实施新的绩效考核方案时应做的各项准备工作及需要注意的问题。
关键词：绩效考核，财政科研所，事业单位。
Abstract
As an important function of human resource management, the importance andnecessity of performance appraisal has been more and more accepted by publics, and itplays an important part role in enhancing enterprise competitiveness and improving theefficiency of the enterprises. But among our country's public institutions,performanceappraisal is not really taken seriously and played a part role in applications,especiallyfor the staff performance appraisal of fiscal fine institution. The related research andapplication are not so common. Therefore,by analyzing the case of Inner Mongoliafinance scientific,the public institution staff's appraisal system as a researching work atthis thesis. Hope that through this thesis study, it may have certain reference orreference value by improving the related business of performance appraisal.
On the basis of summarizing the performance evaluation theories and methods, andby drawing on the experiences of theoretical research and practical experience of otherindustries, this paper will analyze the current performance appraisal system, and alsoput forward the disadvantages of existing problems through the current performanceevaluation system through a finance research of the Inner Mongolia autonomous region.
And according to the research of existing personnel types, respectively using the 360 -degree performance appraisal method,KPI assessment method, target management,andthe balanced scorecard method for designing each type of staff performance appraisalsystem.
At the final part of this paper,while the research puts forward the financialresearch in the implementation, the preparatory work and problems which need to payattention to implement a kind of new performance appraisal program.
Key words:Performance evaluation,Business unit,Research Institute for Fiscal Science
目录
第一章绪论
1.1选题背景及意义
1.1.1课题提出的背景
1. 1. 2课题研究的意义
1.2国内外文献综述
1. 2. 1国外研究现状
1.2.2国内研究现状
1.3研究思路及框架
1. 3.1研究思路
1.3.2研究框架
1.3. 3研究方法
第二章事业单位绩效考核概述
2.1绩效考核的相关概述
2.1.1绩效定义
2.1. 2绩效考核定义
2.2绩效考核的目标及原则
2.2. 1绩效考核的目的
2. 2. 2绩效考核的意义
2. 2. 3绩效考核的原则
2.3事业单位及其绩效内涵
第三章内蒙古财政科研所绩效考核现状分析
3.1内蒙古财政科研所绩效考核现状
3.1.1内蒙古财政科研所介绍
3.1.2内蒙古财政科研所绩效考核现状
3.2内蒙古财政科研所绩效考核存在的问题
第四章内蒙古财政科研所绩效考核体系改进设计
4.1内蒙古财政科研所绩效考核体系设计思路
4.1. 1内蒙古财政科研所绩效考核体系方案设计的总体原则
4.1.2内蒙古财政科研所绩效考核使用的方法
4.2内蒙古财政科研所绩效考核方案设计
4. 2.1绩效考核计划的设计
4.2.2科研所各岗位人员基础绩效和绩效权重设计
4. 2. 3科研所各岗位人员绩效考核设计
4. 2. 4科研所绩效考核工作的设计
4.2. 5绩效考核结果运用
第五章绩效考核体系方案实施的保障措施
5.1绩效考核体系方案实施前的准备
5.1.1统一思想，明确绩效考核理念
5. 1. 2完善科研所相关制度和岗位职责
5.2绩效考核管理机构的设置
5.3绩效考核体系方案实施过程中应注意的问题
结语
参考文献
致谢
