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With the deepening of China 's reform and opening up , the public order situation, growing demand for police work and public safety services , and to meet this demand , in recent years, the public security organs continue to increase police presence at the grassroots level , and 80% Jinglixiachen Public Security Patrol is the important part . However, staffing , financial conditions , policing resources are not unlimited growth , and how to improve the overall combat effectiveness of the police contingent , especially public security patrol grassroots police force 's combat effectiveness , the existing police resources to maximize their spending job performance , not only is the trend of the times , is also a top priority . Overall , our performance management of the public security organs is still in the initial stage of the practice , there are still many problems and shortcomings , basically staying in the performance evaluation stage , examination results just as police rewards and punishments , the appointment and removal of cadres , Pingxianpingyou , meritorious awards such as one of the bases , and the assessment is often a mere formality, and difficult to police quality and capacity in order to truly improve and feedback based on continuous improvement and development of the individual and organizational performance . This paper attempts to enhance the level of public security patrol performance appraisal to the level of performance management . Customer relationship diagram analysis applications for enterprise management tools to improve the the public security patrolmen existing performance appraisal index system ; same time, the by Police Patrol Performance Management process ( introduction of human performance system including police performance improvement in their influencing factors such performance diagnostic tools ) , performance management for China's Public Security Patrol exploratory recommendations . Performance management can generally be understood from the two levels of the organizations and individuals , this paper, using the latter concept , individual performance management .
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