First, strengthen understanding, clear thinking, and recognize the significance of performance management.
The most fundamental role of performance management depends on how tax authorities at all levels and all cadres and workers know and understand the significance of implementing performance management. If the understanding is unclear and the positioning is not accurate, then performance management will become a simple assessment tool, forming a misunderstanding that performance management is for assessment. Therefore, only by fully understanding the significance of performance management can we carry out performance management well and play its role.
(a) Performance management can divert pressure and concentrate on achieving goals.
Performance management is a systematic project, and the implementation of performance management is a process of implementing the overall goal of the regional bureau party group, so that the overall goal can be effectively implemented in every link and play a role. Therefore, through performance management, the overall goal of the local tax system can be communicated up and down among organizations and cadres at all levels, and knowledge can be realized, decomposed layer by layer and passed on step by step. The overall goal is continuously subdivided into specific tasks for implementation, and longitudinal and horizontal feedback is given through assessment, and deviations and mistakes in the implementation process are corrected in time, and the overall goal is finally achieved through continuous circular operation, thus rallying all cadres and workers to make due contributions to the realization of the overall goal.
(B) to strengthen responsibility and shape professional behavior.
With the rapid development of economy and society, the service objects faced by tax work are also changing. A high sense of responsibility and a good professional image are the basis for better service to taxpayers. In the circulation system of performance management, through monitoring each link and node, institutions and staff at all levels are urged to perform their duties in strict accordance with the division of responsibilities, continuously improve, strengthen their sense of responsibility, shape good professional behavior, provide strong support for national economic development and provide better tax payment services for taxpayers.
(3) Scientific decision-making and fair treatment.
The core of performance management is motivation. All kinds of assessments in the past can't be solved? Do more and do less, do good and do bad, and have the same ability? At present, because the evaluation can not guarantee justice, fairness, self-improvement and sustainability, it is easy to have a negative impact. The implementation of performance management is conducive to scientifically and fairly evaluating the ability and quality of cadres and workers, providing a basis for the promotion of cadres and workers and the decision to select first-class talents, and stimulating the entrepreneurial enthusiasm of cadres and workers.
(D) to create a healthy competitive environment
Through continuous communication, positive encouragement, effective evaluation and continuous improvement, performance management creates a scientific, fair and just evaluation environment and cultivates a positive sense of competition. It can make all cadres and workers recognize their self-worth, find a correct position and set a good goal in a benign competitive environment, and turn the work pressure into the driving force for hard work, so as to improve the overall tax work and realize the self-worth of cadres and workers.
Second, change ideas, lay a solid foundation and do a good job in performance management.
(A) reshape the value system and establish a correct evaluation orientation
Performance management is a systematic project, and its value system determines the goal and significance of performance management and affects the focus and direction of work. In view of the ideological deviation in current performance management, we must strengthen positive guidance, correctly understand the connotation, characteristics, significance and role of performance management, establish the core values of tax collection and management system reform and provide taxpayers with high-quality, convenient and efficient tax payment services, and cadres and workers should identify with them in thought, support them in action and support them in ability to form a performance management system? Soft environment? Practice of promoting performance management.
(2) Correcting cognitive biases and establishing a correct concept of performance management.
To carry out performance management effectively, we must establish a correct concept of performance management. First, the organization should establish a clear strategy and objectives, and any link of the performance management system is related to the strategy and objectives of the organization, so as to fully mobilize the enthusiasm of the work and better realize the overall objectives of the organization through the continuous development of individuals. Second, it is recognized that performance management is a circular system, including six key links: strategic goal setting, performance index design, process management, supervision, inspection and feedback, and result evaluation and application. Through the continuous circulation of this circulation system, strategic goals can be achieved. Third, performance management must have a perfect system guarantee, promote the implementation of performance management in a scientific and orderly manner, give full play to its incentive function, and help individuals achieve organizational goals while exerting their potential, so as to achieve the purpose of improving organizational performance. Fourth, we should guide cadres and workers to establish a correct subjective consciousness. Every cadre and worker should attach importance to performance management ideologically, support this work from actions, actively cooperate with performance management departments, seriously participate in every link of performance management, and reflect opinions in time, so as to do this work well.
(C) to create an innovative atmosphere and speed up the training of performance management personnel.
In the current fierce competition environment, innovative performance culture atmosphere is helpful to the implementation of performance management. By deepening performance culture as a part of local tax culture and actively cultivating innovative cultural atmosphere, a good performance culture will breed performance management talents and provide sufficient talent reserves for the orderly operation of performance management. In addition, through training, the ability of objective evaluation and subjective evaluation of performance managers can be improved as a whole, so as to comprehensively collect the relevant information of the assessed and make a realistic evaluation, and improve the effectiveness of the evaluation link in performance management.
Third, strengthen communication, timely feedback, and pay attention to the process monitoring of performance management.
The monitoring of performance management process is the most easily overlooked link. Performance plans are often made, and performance evaluation is only conducted at the evaluation time, with little communication and data collection, which leads to the lack of basis for performance evaluation and a mere formality. Process monitoring is in the middle of the whole performance management process, which takes the longest time in the performance management cycle, but it embodies the main link of performance management, and the quality of this process directly affects the success or failure of performance management.
(A) establish and improve the performance communication mechanism
The implementation of performance management is a process of continuous communication between the evaluation department and the evaluated department, which supports the work of the evaluated department and corrects the deviation between the task and the goal. Good performance communication is very important for evaluating the effect, which is reflected in three points. First, as the basis of performance evaluation, performance indicators must be completed on the basis of effective communication; Second, the positive incentive function needs to be realized through effective two-way communication; Thirdly, effective performance communication is an important means to improve the execution of the assessed department and promote its effective execution. Therefore, it is necessary to establish an effective vertical and horizontal communication mechanism, hold regular performance analysis meetings and publish performance reports, and form a long-term effective communication and feedback mechanism, so that every link of performance management can find and deal with problems in time and ensure the benign operation of performance management.
(B) the establishment of performance appraisal index files to provide information for performance appraisal.
Performance appraisal should tell the facts and emphasize the basis. Evaluation indicators should make the work implementation of the evaluated department truly and concretely reflected, and become the most powerful evidence of whether the evaluated department meets the performance standards. Only in this way can the evaluated department ensure the recognition of the performance evaluation results and provide the basis for all parties to use the performance evaluation results. Therefore, we should pay attention to the collection of performance appraisal data and information, and each performance indicator is a specific work. As the assessment department and the assessed department, it is necessary to establish corresponding work files and pay attention to the classification and collection of usual work data to ensure that there is a factual basis in the implementation of performance appraisal and that the results are objective and fair.
(C) Set a scientific and reasonable evaluation cycle
The setting of performance appraisal cycle should not be too long or too short. If the evaluation period is too long, on the one hand, it will bring serious? Recency effect? , thus bringing errors to the evaluation; On the other hand, it will make the evaluated department lose its attention to performance evaluation, and ultimately affect the evaluation effect. If the evaluation period is too short, it will lead to an increase in costs. The most direct impact is the increase in workload of various departments, which in turn affects the work of the center. At the same time, because the work content may span the evaluation cycle, many job performances cannot be evaluated.