abstract:
Performance management of public institutions is the basis and important content of human resource management of public institutions.
This article is about occupation.
This paper analyzes the present situation and existing problems of unit performance management.
,
According to the related theory and advanced practice of performance management
,
put forward
Corresponding countermeasures.
Keywords: performance management
performance evaluation
manpower management/scheduling
Public institutions
Performance management is a gap in performance planning and performance counseling that managers and employees at all levels participate in to achieve organizational goals.
The continuous cycle process of communication, performance evaluation, application of performance results and improvement of performance objectives.
,
It's about human resource management.
Important content and basic work. The core position of performance management in human resource management is mainly reflected in
,
The overall operation of the organization
Efficiency and value creation depend on the performance of each department and member.
,
At the same time, the results of performance appraisal are also reflected in staffing and training.
Development, salary management, recruitment and selection also have important guiding significance. In recent years,
,
Performance management organization
Constantly explore in practice
,
A complete evaluation system has been established.
,
Gradually move towards science,
Standardized development
,
But there is still a lot to pay attention to.
And the problems that can't be ignored.
,
We should attach importance to it and improve it.
we know
,
Institutions are countries for the purpose of social welfare.
,
State organs or other organizations use state-owned
Held by assets
,
Social service organizations engaged in education, science and technology, culture, health and other activities. At present, there are various business lists in China.
place
130
More than 10 thousand
,
state-owned asset
3000
Exceeding 1 100 million yuan
,
staff
2900
More than 10 thousand people
,
Focus on China.
70%
More than researchers.
Members,
95%
More than teachers and doctors
,
It can be said that there are many talents.
ignore
,
We still often see
,
Many institutions
Performance management
,
Is to do it at the end of each year.
"
Summary of ideological work
",
The assessment indicators used are nothing more than
"
Keywords morality, ability, diligence, achievement,
cheap
",
Although there are different levels of evaluation.
"
Excellent, qualified, basically qualified, unqualified
"
Four categories
,
And the results are often either excellent or qualified. tool
Generally speaking.
,
At present, the performance management of public institutions mainly has the following problems.
：
( 1)
Performance management is not systematic.
Modern performance management theory holds that
,
Performance management is a complete system.
,
By performance
Planning, performance implementation and management, performance appraisal management and performance feedback.
,
These four parts are interlocking.
,
Queichi
I can't. In some institutions,
,
Simply regard performance appraisal management as performance management.
,
Lack of performance planning and performance implementation
Management, performance feedback and other links.
(2)
The decomposition of performance index system is not perfect. An important part of performance management is the decomposition of performance indicators. root
According to the strategic objectives and business objectives of this unit
,
Clarify the job responsibilities and assessment objectives of each department.
,
In the rational division of responsibilities and goals
Solve it on every employee.
,
All these are interrelated.
,
Implement at different levels. such
,
As long as the performance goals of all employees are achieved.
,
The departmental objectives are
Can be achieved
,
The unit goal will be achieved.
(3)
The index design process is too simple,
Insufficient quantification.
In the performance appraisal management of public institutions
,
The appraisee in the performance plan,
Insufficient participation in determining measurement standards.
,
Let the examinee feel that performance appraisal is a means of supervision and punishment. perform
The formulation process of management indicators is often the performance management indicators issued by superiors.
,
The rationality of index setting is not in place.
pay attention to
,
Lack of timely adjustment and revision after the index is formulated.
,
As a result, some indicators have lost the meaning of performance management.
(4)
Lack of necessary performance management training. In practical work
,
Management of employees, especially those who participate in performance appraisal.
Managers lack the necessary performance management knowledge training and counseling.
Performance evaluation depends not only on the scientific nature of the evaluation system itself.
reliability
,
It also depends on the evaluators' evaluation ability.
,
Subjective error of evaluator or understanding of evaluation index and evaluation standard.
Knowledge error will greatly affect the accuracy of evaluation.
,
And then affect the effectiveness of other links of human resource management.
With the development of human resource management theory and practice
,
Some common problems in performance management have been gradually solved.
In view of the particularity of public institutions
,
This paper holds that
,
The following measures can be taken to improve the performance management system.
：
( 1)
Establish and improve the performance management system. Deepen the understanding of the connotation of performance management system
,
Through the performance plan, performance
Implementation, performance appraisal management, performance feedback and interview, performance improvement and performance result application are five closely related links.
,
Decompose key performance indicators into departments, middle managers and general managers.
,
Formulate the work objectives and changes of departments and employees.
Consistent with the strategic objectives of the organization.
,
Make employees at different levels and positions have different performance management indicators and standards.
,
from
Ensure the feasibility, scientificity and fairness of performance appraisal management.
,
And then effectively support the successful development of performance management activities.
,
Realize the promotion from single performance appraisal management to effective performance management.
(2)
Construct a scientific and perfect performance appraisal management index system. Use key performance indicators
(Key Performance Indicators)
, balanced scorecard
(Bachelor of Science)
critical success factor
(Cerebrospinal fluid)
Advanced performance index design methods, etc.
,
according to
smart
principle
,
Combine with public institutions
The concrete reality of
,
Key indicators are broken down into departments, middle-level and general management positions. There are levels between indicators.
Secondary and supportive
,
Form a more systematic performance index system. In order to connect with the previous assessment methods of public institutions
,
Coggen
According to the specific conditions of various departments and posts
,
keep
"
Morality, ability, diligence, success and sincerity
"
These indicators are quantified and personalized.
,
Conduct an evaluation
This index is more scientific and measurable.
(3)
Make full use of the results of performance appraisal. Strengthen the storage and application of performance appraisal results. In addition to performance appraisal
The results are used for salary income and bonus payment.
,
We should also put the results of performance appraisal on professional title evaluation, training opportunities, promotion opportunities and so on.
band together
,
As a basis for reference
,
Make these work more targeted. meanwhile
,
Go through the hook
,
Cause the broad masses of workers
Pay attention to performance management and performance improvement.
(4)
Realize the whole process management of performance management. In the results of planning, implementation, performance management, feedback and performance management.
On five links
,
It also embodies the design concept and thinking of full participation and people-oriented. Pay more attention to improving employees' performance.
And consultation
,
Fully mobilize the enthusiasm, initiative and creativity of employees to participate in the realization of performance goals. In the process of performance management.
Chengzhong
,
We should constantly emphasize the implementation process of performance management through supervisor feedback, written report, performance progress and review.
Improve.
all in all
,
Performance management is the basic work and important content of human resource management.
,
Improve organizational performance and develop teams.
Team and individual potential
,
It is of strategic significance to keep the organization successful. According to the present situation and particularity of public institutions
,
needle
Strengthen performance management in all aspects in a targeted manner.
,
So as to give full play to the role of products in the process of gaining competitive advantage and achieving strategic goals.
Polarity action
,
And help employees better develop their personal potential.