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1.0 前言 1.0 INTRODUCTION

1.1 背景 1.1 BACKGROUND

在特立尼达和多巴哥，国家社区发展部，文化和性别事务(MCDCGA)都属于公众和服务部门。本部门主要关注当地社区的问题。MCDCGA据说是最社会服务中最全面，人口最集中的部门。它主要由三个部门组成:社区发展部门、文化部门和性别部门。这是一个官僚组织，以马克斯·韦伯的官僚主义哲学为指导,是由政府通过公共服务委员会执行的。公共部门绩效管理的许多观点由于这种官僚系统的控制而受到抑制。

1.1.1 使命宣言

“与我们的社区合作,通过提供性别敏感的项目和服务质量识别并满足他们的需要,在此实现改善他们的生活标准的目标。”

1.1.2

“在社区权力和丰富生活方面发挥领导作用。”

1.2人力资源部门

人力资源部门是最基本的内部部门之一。他们负责员工的绩效管理、培训和其他功能;他们必须确保部门遵守各种规章制度。

1.2.1人力资源的使命声明

“社区发展、文化和性别事务的人力资源部门关注人力资源与战略目标、经营计划，目的是为了提高企业绩效，发展促进创新和灵活性的组织文化。”

The Ministry of Community Development, Culture and Gender Affairs (MCDCGA) belongs to the public and service sector in Trinidad and Tobago. This ministry mainly focuses on the concerns of local communities. MCDCGA is said to be the most all-embracing and people centred ministry in the social services. It comprises of three main departments: community development, culture and gender affairs. It is a bureaucratic organization guided by the bureaucratic philosophy of Max Webber and is performed by the Government via the Public Service Commission. Many views of performance management in public sector are inhibited due to this bureaucratic system of control.

1.1.1 MISSION STATEMENT

"To partner with our communities, to identify and satisfy their needs through the provision of gender sensitive quality programmes and services, hereby achieving improvement in their standard of living."

1.1.2 VISIONSTATEMENT

"Playing a leading role in the empowering of communities and the enrichment of lives."

1.2 THE HUMAN RESOURCE DEPARTMENT

The human resource department is one of the most fundamental departments within the ministry. They are responsible for the performance management of employees, training and among other functions; they have to ensure that the department abide to the various regulations.

1.2.1 MISSION STATEMENT OF HR

"The Human Resource Unit of the Ministry of Community Development, Culture and Gender Affairs focuses on linking Human Resources with the strategic goals, business plan and objectives of the Ministry in order to improve business performance and to develop an organizational culture that foster innovation and flexibility."

1.3 RATIONALE

This investigation is based on the observation of the present performance management system in the Ministry. These observations include: lack of training and development; and poor employee performances. The inefficiencies in the HR department have a negative impact on staff morale and their ability to perform efficiently in line with the objectives of the Ministry. This study will improve the Human Resource department which will positively impact on other departments in the Ministry.

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