浅谈基层地勘单位的绩效管理

Performance Management that the Grass-Roots Geological Exploration Units has taken

基层地勘单位绩效管理存在管理制度执行不力、管理与实际脱节、缺乏可操作性等问题,究其原因:一是地勘单位的改革历程带来的影响;二是认知理念上的偏差;三是观念上的因循守旧和思维上的停滞不前;四是绩效考核评价体系不完善,执行过程不规范,导致考评结果的不准确;五是缺乏有效的沟通和反馈。应对措施与建议:一是紧抓事业单位分类改革和国企深化改革机遇加快发展;二是建立以绩效为导向的地勘文化;三是塑造全方位多途径沟通的管理文化;四是明确符合实际、权责清晰的职能定位;五是建立科学有效的绩效管理体系;六是完善绩效考评机制;七是完善奖惩激励措施。

Ineffective system implementation, out of touch with the actual management, and lack of operational character are the major problems that grassroots geological exploration units face in promoting performance management. The reasons behind this issues lie in the fact that： the impact of reform process of geological exploration units; the deviation in the notion of cognition; ideological con/brmism and stagnant thought; poor performance assessment system and non-standard executing procedure are the result of accurate evaluation result; as well as lack of effective communication and feedback. Some of the countermeasures and suggestions that this paper focuses on are： we must accelerate the pace of development by taking the opportunity of the classification and reform of public institutions and deepening the state-run enterprises＇ reform. We must establish the performance-oriented geological exploration culture. At the same time, we must shape the management culture based on comprehensive and multi-channel communication. We must make clear function positioning that is characterized by clearly defined rights and responsibilities. On this basis, a scientific and effective performance management system should be put in place. In addition, performance evaluation mechanism and rewards and punishments incentives should be developed.