Performance Management Resear Ch On A Tj Higher Vocational College

The performance management system was introduced into China in the1990s. Plenty of Chinese enterprises at present are implementing the performance management system which has gained a lot of achievements and obviously enhanced employees’work initiative and efficiency as well as enterprises’cohesion while the assessment system of most public institutions formalizes, with some institutions having no performance assessment system. Therefore, it is necessary to research and discuss the performance management system of public institutions and the future suggestions and proposals.With many years’work experience in a public institution, I have basic understanding about its personnel system management and find that, due to lack of scientific management modes in the process of personnel management by public institutions, there appear a lot of problems such as being short of overall strategic cultural guidance, focusing more on forms than on quality inters of assessment, having no sound evaluation feedback mechanism and employing single assessment modes, which turned assessment into forms. These problems not only severely affect the objectivity and accuracy of human resources management but also hinder the long-range development of public institutions and, furthermore, lower the work enthusiasm and work efficiency of employees. Taking a certain higher vocational college in Tianjin as a research object, this paper puts forward viewpoints on problems universally existing in higher vocational colleges. Making use of the performance management knowledge, this paper designs and optimizes the current systems and perfects rules and regulations, appraisal method, working process, performance feedback method, performance supervision and motivation and training employees and so on. Reasonably arranging appraisal method for employees improved the accuracy of assessment. Combining qualitativeness with quantitativeness, assessment redesigned appraisal content, indicators and weight. Assessment doesn’t take the pure rewards and punishments for employees as purpose. Optimized management system attaches greater importance to employees’demand and strives for the common development between employees and organization.After referring to a lot of books, newspapers, periodicals and papers related to performance management, the author has known about the history of performance management of public institutions and compared the work of a certain college in Tianjin before and after it carried out performance management. After interviewing and surveying employees at different posts of different levels, by way of keeping track of the views and suggestions from interviewees on performance evaluation methods, this paper is in search of the problems which arise from performance evaluation methods and then put forward the imagination and suggestions to solve them. In addition, this paper also makes research and analysis by using performance management methods and presents relatively reasonable suggestions and methods for improvement.Optimized management system set up indicator system and indicator weight, trying to make indicators clear and explicit. According to diverse posts, different indicator weight was designed. When indicators are designed, not only the combination of quantitative indicators and qualitative ones but also the application of MBO and360°analysis should be considered to help with the design of indicator system. In this way, plenty of human and material resources can be saved and accurate assessment for the work of employees can be made. When making indicator design by means of MBO, this paper takes full consideration of the characteristics of higher vocational school and designs indicator weight based on different posts. The standard of indicator design is inclusive of the fulfillment of work, construction and development of departments and the personal development of employees and so on. In addition, on the basis of the features of higher vocational college, the organization structure of college was readjusted and responsibilities of each department was made clear, which lead to the accordance between new management system and the development goal of college. Through performance feedback, employees can know about the problems appearing in their work and map out planning of objectives suitable to their own development. In terms of setting new management goals, the work discrepancies among employees at different posts were considered, therefore, diverse assessment methods were adopted in accordance with different qualities of employees’work, resulting in the assessment outcome more accurate and reasonable.Aiming at the defects and problems existent in the assessment system of higher vocational colleges, this article puts forward its own viewpoints and imagination to solve problems, which can serve as references for the standardization of performance management system of higher vocational colleges. However, the performance management system of higher vocational colleges can’t be improved through an article and the joint effort by leaders and employees of higher vocational colleges is needed.