(A) the lack of scientific and standardized understanding of performance management

At present, the concept of human resource management in public institutions in China is relatively old. The leaders of some institutions pay insufficient attention to performance management, and there is subjective deficiency in performance management. They regard performance management as a tool to assess the bonus level, but ignore the mobilization of employees' work enthusiasm, resulting in poor actual effect of performance management, leading to employees' ignorance of performance management, unclear objectives of performance assessment, and even some employees have some negative emotions about performance management. Therefore, to strengthen the performance management of public institutions, we must first change the concept of performance management and avoid the negative impact of performance management.

(B) unreasonable application of performance appraisal results

The performance management of human resources in public institutions is influenced by factors such as culture, system and personnel, and the application of employee appraisal has been unfavorable for a long time. This is mainly reflected in the following aspects: First, idealized performance management methods are difficult to appear in institutions, which leads to simplification of performance management methods. Some institutions even use performance management as a tool to supervise employee assessment, and the implementation methods are too empty and pale, which leads to some employees' incomprehension of performance management, so that the' performance assessment results' lead to the opposition between managers and employees, which makes employees lack a sense of accomplishment and belonging; Secondly, the application of performance appraisal results is unfavorable. After the examination, some institutions did not reflect the examination results to employees in time, nor did they disclose the examination results of cadres at all levels, which eventually made the performance appraisal a formal process, which was not conducive to the management of human resources in institutions.

(C) performance management methods and operations are not perfect

The performance management system plays an important role in improving the human resource management level of public institutions. A good performance appraisal mechanism can stimulate the enthusiasm of employees and thus promote the development of public institutions. However, in the actual operation of performance management, a reasonable and perfect performance evaluation mechanism has not yet been formed, mainly because the evaluation indicators are not easy to quantify or too detailed, which makes it impossible to objectively and comprehensively reflect the work performance of departments and posts, makes the formulation of performance indicators unreasonable, leads to the deviation of performance management results, and finally leads to unsatisfactory performance evaluation results and the final effect of performance management has not been achieved.

Second, measures to strengthen performance management in human resource management of public institutions

(a) Institutions should pay more attention to performance management.

Performance management system plays an inestimable role in the management of various departments of public institutions. Therefore, the leaders of public institutions should actively change the concept and subjective understanding of performance management, accurately understand the value of performance management from the perspective of socialist market economy, turn performance management into an effective tool to promote employee motivation, promote the effective combination of performance management and unit functions, and actively play an important role in performance management.

(B) establish and improve the performance appraisal system

An efficient performance management system not only needs to strengthen ideological management, but also needs to strengthen all-round control of performance appraisal organization and process construction from a strategic perspective. First of all, it is the first condition to ensure the smooth operation of the performance appraisal system to define the specific objectives and the clear direction of performance appraisal. Secondly, it is necessary to clarify the basic principles of performance appraisal, follow the principles of fairness, authority, seriousness and scientificity in the process of performance management, ensure that performance management and appraisal truly reward the excellent and punish the poor, and highlight those who are truly capable and able to do things, thus providing a basis for selecting talents for public institutions; Thirdly, to promote the participation of all staff in the performance appraisal management system, the human resources management department should strengthen communication and exchanges with employees in this unit to ensure the accuracy of employee performance appraisal. Finally, we should strengthen the application of performance appraisal results. Institutions must strengthen the timely feedback of assessment results, ensure that the assessment information can reflect the working ability and working status of employees in time, and help employees adjust their work in time, so as to play the role of performance appraisal.

(C) to strengthen the training of performance management personnel

In the aspect of human resource management, it is necessary to continuously strengthen the performance management ability of institutions themselves. First, it is necessary to strengthen the overall training of human resources departments, so that new employees can quickly adapt to and get familiar with the working environment. For grass-roots performance managers, corresponding performance management training should be formulated to help performance managers break through the traditional performance management model in human resource management.

Three. abstract

In a word, the implementation of scientific performance management in public institutions can make timely, systematic and scientific performance appraisal of employees and make scientific judgments on their working ability. Therefore, in performance management, we should conscientiously implement every assessment link and gradually establish a standardized and scientific management system, so as to promote the improvement of staff's ability and the development of work potential, and promote the benign development of public institutions.