A Study On The Performance Appraisal System Of Suzhou University Administrative Staff

With the arrival of economical globalization and knowledge economy, the competition between talented people is becoming progressively fierce. As the cradle of cultivating high-level talented people, universities are confronted with unprecedented opportunities but also challenges. With increasing attention on the theory and practice research of human resource management at the beginning of 1990s, the performance management has gradually become one management process of human resources which is widely recognized, whose method has already been adopted by many domestic and foreign enterprises. Since universities are different from enterprises, it has been a hot topic positively discussed by theorists for many years that how to transfer the enterprise management into university. As the university administrative staff are the makers of school regulations, their quality and ability are directly related to the promotion of school level and the realization of school goal. The performance appraisal is one important constituent and basic work of human resources management, and one essential method for organizations and leaders of all levels to know their staff. Strengthening and improving the performance appraisal of university administrative staff caters for the demand to establish high-quality and high-efficiency administrative troop. Besides, it also meets the need to improve the school administration level and enhance the core competitiveness of university.Proceeding with relevant theories of performance appraisal, this thesis has elaborated the performance, the performance appraisal and its aim, function and principle. After explaining the concept of performance appraisal of university administrative staff, the thesis, with reference to the characteristics of university administrative staff, has taken the performance appraisal system of Suzhou University as the object of study. Meanwhile, the thesis has adopted a series of research methods, namely, massive collection of materials, questionnaire survey, spot interview. Consequently, based on the combination of theory and practice, the thesis has pointed out the exsisting misunderstandings and main problems in the performance appraisal of Suzhou University administrative staff, and proposed the corresponding countermeasure and suggestion. It is hoped that the research of the thesis can provide some beneficial reference to the integrity and perfection of performance appraisal system of Suzhou University and other universities.