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20世纪80年代以来,我国各地各级公共部门纷纷引进绩效管理方法,制定数量繁多、内容各异、位阶不一的绩效管理制度,但在嵌入原有的人事管理制度时出现了普遍的不适和问题。这种绩效“方法”与人事“制度”之间的矛盾既有技术理性与制度理性的认识混淆,也有人事制度固有的包容性局限,在管理主体、考核客体、指标设置、考核程序和结果运用等几个方面出现了不同的弊端,进而制约了绩效管理目标的实现,造成我国绩效管理改革的制度性困境。针对此问题的改革关键在于重新配置组织人事权,协调方法与制度的关系,建立法治型绩效管理制度。
Since the 1980s, the public sector at various levels in all parts of our country have introduced the performance management methods and formulated a number of performance management systems with different contents and different ranks. However, the general discomfort appeared when the original personnel management system was embedded And the problem. The contradiction between this kind of performance “method ” and personnel “system ” is not only the confusion of technical rationality and institutional rationality, but also the inherent inclusive limitation of personnel system. In the aspect of management subject, object of examination, index setting, examination Procedures and results of the use of several aspects of the emergence of different drawbacks, thus restricting the achievement of performance management objectives, resulting in institutional reform of our performance management difficulties. The key to the reform of this issue lies in the re-allocation of organizational personnel rights, the coordination of methods and systems, and the establishment of a rule of law performance management system.