| Summary: | 碩士 === 東海大學 === 公共事務碩士在職專班 === 100 === Performance appraisal system in our country since ancient times as the weapon of the evaluation of officials at all levels, is also an important means of modern human resource management is used to monitor civil servants, administrative efficiency, but also government agencies award superior and eliminating the inferior, promoted to an important parameter of the talents According to.
Through the performance appraisal theory literature, understanding of the assessment of the appraisal system design features, principles of the assessment process and assessment methods. Understanding of the History of the appraisal system and the current appraisal system content. Through an overview of the national appraisal system to be a comparative analysis of some benefit my hope that the improvement of the performance appraisal system in China. By the interaction depth interviews with relevant staff, will be the result of the interviews to explore the analysis in order to understand the official view of the performance appraisal system and the innovation opinions than the current performance appraisal system may encounter problems due to various performance appraisal, etc. There is no specific the ratio of the conditional deeds, due to limited, most of the qualifications, level, taking into consideration nature.
The current performance appraisal system is fair and impartial and objective laws alone is not sufficient on their own, even if we have good law and good intentions of the absence of executive officers objective and fair and impartial examination, no matter how good the system would no longer serve their purposes. Be seen, the existing performance appraisal system is expressly provided, but because of the subjective, objective, realistic, and implementation of surface reasons, coupled with capping times ratio, did not achieve satisfactory results, performance appraisal system, such as universal access to satisfactory, it should be have a more reasonable, more comprehensive measures to the job. Be able to collect in this study through interviews of the true view of the more civil servants heart, and proposed findings and recommendations of this study was able to solve the current performance appraisal system exists irrational, our performance appraisal system to a more complete, the Public Service more law-abiding, to enhance administrative efficiency.
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