大数据时代的公共部门绩效管理模式创新--基于KPI与OKR比较的启示与借鉴  

The Innovation of Performance Management of Public Sector in the Age of Big Data——Enlightenments and References Based on the Comparison of KPI and OKR

作　　者：田五星[1] 王海凤[2] 

机构地区：[1]华侨大学工商管理学院(华侨大学应用经济学博士后流动站) [2]厦门大学财务处

出　　处：《经济体制改革》2017年第3期17-23,共7页Reform of Economic System

基　　金：教育部人文社会科学研究规划基金青年项目“公共部门财务报告内部控制质量:基于组织经济学的经验研究”(15YJC790098);华侨大学科研基金资助项目“政府部门内部控制体系的构建与运行机理研究”(13SKBS103);山东省社会科学基金项目“大数据条件下地方政府综合财务报告的绩效逻辑、呈报形式与披露效果”(15CKJJ18)

摘　　要：新公共管理(NPM)理论主张以企业管理理念来改革和重组公共部门,尤其重视将绩效理念引入公共部门。私人部门的绩效管理日趋成熟,特别是KPI与OKR两种管理模式的应用与相互促进,在大力推动企业发展的同时也招致了一些质疑与批评。本文正是在简要剖析当前公共部门绩效管理现状和对比KPI与OKR绩效管理模式异同与优劣的基础上,结合大数据时代特点探讨公共部门绩效管理模式的创新方向,以期为公共部门绩效管理路径与效果的提升提供参考。The NPM theory proposes that the public sector should be reformed and restructured through introduction of enterprise management concepts, with particular emphasis on performance concept. Performance management of the private sector has developed and become sophisticated increasingly. In particular, the application of two management modes of KPI and OKR has promoted each other and motivated enterprise development vigorously, but it also attracts a number of questions and criticisms. Based on the comparison of the advantages and disadvantages of KPI and OKR, this paper attempts to research the innovation direction of performance management model in combination with a brief analysis of the current situation of public sector performance management, and expects to be helpful for the path of performance management and effect upgrade in the public sector.

关 键 词：公共部门 绩效管理 KPI OKR 大数据 

分 类 号：D035[政治法律—政治学]