The Optimization Research Of Performance Appraisal System Of SCGD Authority Service Center

At present, our country institution reform is gradually, through enterprise performance management system more mature, the introduction of performance evaluation as the core of performance management methods, inspire the staff’s working enthusiasm and creativity, improve department performance, promote the scientific and sustainable development of enterprises, is currently our country the problems which needs to be further researched urgently in the institution. SCGD affiliated service center for administrative institutions, to undertake the agency authority and JuShu unit publicity, logistics and service work. The unit personnel recruitment nature is complex, many management and technical positions. In this paper, through questionnaire survey, found SCGD affiliated service center of the original performance evaluation system exist the following problems:1) the concept of performance appraisal is not yet deeply rooted in the hearts of the people, also need to upper mesosphere managers to strengthen propaganda guidance, learning, training, an in-depth understanding of performance appraisal theory system principle, purpose and method of build a theoretical foundation; 2) performance appraisal with company strategic goals; 3) the center of the current assessment method is simple, index design pertinence is not strong, cannot accurately reflect the real every employee’s work performance; 4) advanced performance appraisal evaluation link did not play incentive, enhance the role of organization and individual performance.This article research goal lies in the service center for SCGD government to improve performance evaluation index system, on the specific writing ideas, in order to build optimized performance appraisal system, according to the business unit pay attention to the "morality, ability, work, performance" four dimensions to determine the center at all levels of key performance indicators (KPI). And on the layer manager positions, first determine the KPI index system, the second for specific positions and index weight calculation using analytic hierarchy process (AHP), the third with 360-degree performance appraisal method and fuzzy evaluation method to completed in this paper, the quantitative part of the research.In this paper, the improvement work mainly includes the following content:1) to establish a new index system. In this paper, according to the interim provisions on institution staff appraisal, from Germany, can, staff attendance, performance four dimensions, the employees a multi-angle and comprehensive evaluation. This article USES the method of key performance indicators (KPI), good for, can, frequently, the performance of the four dimensions as index system, the architecture of the employees at all levels, respectively, by quantitative index, KPI subdivision step by step to establish the performance evaluation index system, index system of the original index is too single to overcome the shortcomings.2) the use of more scientific, more balanced analytic hierarchy process (AHP) to determine the weight of each index, improved the performance of original system weight design of random faults.3) using a 360-degree performance appraisal method and fuzzy comprehensive evaluation method to comprehensively determine the employee’s performance, the former is used to select grade as the appraisal main body, and it is concluded that the specific examination scores. The calculation method of the latter is used to determine the final performance score, improve the deficiency of the original performance evaluation system in terms of quantitative.