A Research on Performance Management of Civil Servants From the Perspective of Motivation

李德偉

With the continuous innovation and exploration of government reform and governance mode，performance management has become an important way for civil servant management and an effective tool for the realization of government goals.How to maximize the potentiality of civil servants and futher facilitate administrative efficiency，and how to play the role of motivation in performance management is a question worth discussing.

ⅠMotivation Theory and its Adaptability

1.The Connotation of Civil Motivation

Motivation mechanism is the internal core mechanism of the civil service system.It runs through the whole process of the civil service system，is the motivation to stimulate the enthusiasm of civil servants，and is an important link to affect the administrative efficiency.Motivation is simply the process of mobilizing the enthusiasm of civil servants.

2.The Relationship between Motivation and Performance

It is precisely because performance management serves the government governance objectives and guides civil servants to work hard to achieve the governance objectives，therefore，effectively promoting the behavior performance of civil servants is an important part of their work，where motivation is needed.

ⅡThe Present Situation and Problems of Civil Servant Performance Management

1.The Insufficience of Motivation of Performance Goal

Civil servants are assessed every year in China，but not all departments have a complete performance management system.The assessment objective of the department is directly decided by the superior government units，and part of it is decomposed to the civil servants，without communication with the civil servants or the opinions of civil servants are not considered at all，which makes the performance goal lose its motivation.

2.The Lack of Motivation in Performance Implementation

In the process of performance implementation，many departments directly ignore non-effective adjustment.It is common practice for many departments to set performance goals and they do nothing until appraisal.Performance management is concerned about people and serves for the career development and ability improvement of civil servants.In this process，there is still a lot of room for the motivation of civil servants.

3.Poor performance feedback

Some departments simplified the performance feedback link into the result notification，lacking the necessary communication，and just asked civil servants to sign and confirm the matter.Civil servants do not know why this is the result，where their problems，what is the leader’s expectations.In the process of communication，the expectation of civil servants and the stimulation of their confidence are all motivation for civil servants.

ⅢThe Path of Improving the Performance Management of Civil Servants

1.Strengthening Civil Servant Performance Management and Establishing Rules and Regulations

The effectiveness and stability of the system need the legal system as a guarantee.One is to set up a special performance appraisal management organization.Secondly， legislative process needed to be pushed.Relevant laws and regulations on performance appraisal need to be published.

2.Strengthening the Communication of All Links in The Process of Performance Management

In addition to the system setting，effective communication with civil servants is the basic premise of motivation.Effective communication is required in performance goal setting，performance implementation，performance appraisal and result feedback.Through communication，we can understand the needs of civil servants，provide them with effective guidance or help，and stimulate their work motivation through positive incentives.

3.Developing Performance Plans that Meet the Career Characteristics of Civil Servants

Firstly，enhancing the participation of civil servants in the formulation of performance plan； Secondly，job responsibilities should be determined on the basis of clear performance plan.Furthermore，something about the implementation and adjustment of performance plan based on competency characteristics；Finally，the aspect of the assessment and feedback based on competency characteristics.