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在干部考核中,定量化的绩效考核已成为近几年来通行的考核法,这种考核法从理论上说,比传统的定性考核法较具有科学性和客观性。但是,由于领导干部工作具有综合性、复杂性及投入潜在性和价值无形性等特点,决定了其工作绩效也就相应具有多维性、间接性、模糊性、不确定性和潜效性的特征。因此,在设计指标体系时,如果不注意这些特征,量化考核的结果仍然会失真失实,甚至比定性考核法的误差还大。为保证绩效量化考核的比较科学化。笔者以为在考核指标体系中应注意正确处理以下五个关系。
In the assessment of cadres, the quantitative performance appraisal has become the passing examination method in recent years. In theory, this appraisal method is more scientific and objective than the traditional qualitative appraisal method. However, due to the characteristics of comprehensiveness, complexity, potential investment and intangible value of the work of leading cadres, the work performance of cadres is determined to be multi-dimensional, indirect, vague, uncertain and ineffective . Therefore, in the design of the index system, if you do not pay attention to these features, the results of quantitative assessment will still be false, even more than qualitative assessment of the error is still large. In order to ensure the performance of quantitative assessment of more scientific. I think in the evaluation index system should pay attention to correctly handle the following five relations.