越南行政部门公务员绩效考核存在的问题及其对策研究——基于目标管理的视角的中期报告.docxVIP

越南行政部门公务员绩效考核存在的问题及其对策研究——基于目标管理的视角的中期报告 Abstract This report examines the problems of performance evaluation in the administrative departments of Vietnam, and presents solutions from the perspective of goal management. Through literature review and case study, it is found that there are problems in the current performance evaluation system, including lack of transparency, biased evaluation methods, lack of accountability, and ineffective feedback mechanisms. The application of goal management in the performance evaluation can help address these problems and improve the overall efficiency of the system. The report concludes by presenting several strategies, including clarifying goals and standards, using multiple evaluators, and developing a comprehensive feedback mechanism, to improve the performance evaluation system in the administrative departments of Vietnam. Introduction Performance evaluation is an important tool for assessing the effectiveness and efficiency of public service delivery in government agencies. In Vietnam, the public administration system has undergone significant reforms in recent years, including the adoption of modern management practices and the reform of personnel management systems. However, the performance evaluation of government officials remains a challenge. There are problems with the current evaluation system, which include lack of transparency, subjective and often biased evaluation methods, lack of accountability, and ineffective feedback mechanisms. In order to overcome these problems and improve the efficiency of the performance evaluation system in Vietnams administrative departments, this report proposes the application of goal management. Methodology This report is based on a review of literature on performance evaluation and goal management, as well as a case study of performance evaluation practices in a Vietnamese administrative department. The case study involved interviews with government officials responsible for perfor