本研究以 A 市公安局作为研究背景，首先对本研究的重要意义进行了说明，并
对国内外关于绩效考核的相关研究文献进行了梳理，在介绍 A 市公安局基本情况的
基础上，对 A 市公安局的现存绩效考核体系进行了介绍并对其问题进行分析。根据
A 市公安局现有的具体绩效考核情况，找出其问题根源，设计出适合 A 市公安局的
以“目标管理”绩效考核法为导向，重点实施“360°绩效考核法”，各科室根据自身情况
灵活运用其他绩效考核法为核心的合理绩效考核体系，并根据新的绩效考核系统的
实际运行情况做出客观评价。在分析 A 市公安局现存绩效考核体系时，对其进行了
访谈法和问卷调查法，根据问卷调查得出的书籍对其采用定量与定性相结合的分析
方法，使得问题的分析显得准确真实。
本研究在最后指出了研究的亮点，强调注重绩效考核的动态性、重视绩效考核
中警员的参与性；同时由于个人能力和相关文献有限，使得有些地方仍存在不足。
希望本研究能够帮助 A 市公安局战斗力的提升，同时也希望为其他公安机关在制定
绩效考核体系是提供参考
关键词：人力资源管理，绩效考核体系，目标管理II
Research on Performance Appraisal System for
Public Security Bureau of A city
Abstract
Performance evaluation research has always been a priority in human resources
management field, although our country has many years of reform and opening-up, but for
the performance appraisal system of administrative units research emphasis is always not
enough, so is the public security organs. A city is located in the marginal in northeast
China, the geographical environment is complex. In the new period, the economic crime,
terrorist crime, non-traditional security issues such as food safety crime, the public security
bureau faces significant challenges.
In this study, Public Security Bureau of A city as a research background, this paper
first the significance of this study are described, and the domestic and international
research on the performance evaluation of the literature of the sort, in introducing the basic
situation Public Security Bureau of A city, based on the Public Security Bureau of A city
of the existing performance appraisal system was introduced and its analysis of the
problem. Public Security Bureau of A city according to the specific circumstances, design
suitable Public Security Bureau of A city to management by objectives performance
appraisal method and the 360° performance appraisal method as the core of a reasonable
performance evaluation system, and the smooth running of its proposed safeguards. Public
Security Bureau of A city in the analysis of the existing performance appraisal system, we
carried out interviews and questionnaires, its analysis of the problem using a combination
of quantitative and qualitative methods, making the analysis of the problems seem accurate
and truthful.
This study concluded that the study highlights the importance of focusing on the
dynamics of performance appraisal, pay attention to performance appraisal officer
participation; same time as the individual abilities and relevant literature is limited, so that
in some places there is still insufficient. A hope that this research can help to enhance the
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