Study Of The Performance Evaluation System In University Rear Service Group

Human resources are the most important strategic resources in the knowledge economy time during the national and the social development. The human resources competition become the core which the company competes, how wins the talented person to compete fights is a vital topic in front includes in the university rear service group. And the performance evaluation has the great significance as the human resources management method. The recruitment, promotion, training, rewards and so on must take the evaluation as the foundation.In recent years along with university rear service socialization reform, the university rear service becomes the independent legal person or the relatively independent entity. The construction and the development of their own also need the high quality talented person. How to enhance the level of human resources management, as well as how to carry on the performance evaluation in the university rear service group, more and more brings to the rear service superintendent's attention.This article first introduced the basic theory of performance management, emphatically analyzed the performance evaluation in the performance management, and explained the relationship between performance management and performance evaluation. A few methods of performance evaluation is listed, the contrast analysis is carried on, and its good and bad points in the applicable scope is discoverd. Then the present situation of performance management and performance evaluation system in the university rear service group is generally introduced. And we have discovered the system exists the following questions: lacks the systematical the performance evaluation; The performance evaluation system and the strategy come apart; The performance evaluation goal establishment, the evaluation process, the evaluation result application is unreasonable. Then the SWOT analysis to university rear service group is carried on to define group's overall strategic target, for the purpose of determining specific performance targets. In this foundation, taking the cafeteria as example, the balance scorecard is used to construct the group performance target system, the secondary organization's KPI target system and the staff's KPI target system. Then the AHP method if used to determine the weight of each indexes. Finally also taking the cafeteria as example the entire performance evaluation is carried on in the basis of 360 degree performance evaluation method. Finally aiming at above questions and analysis several proposals to some university rear service group are put forward.Expected this article some thought and the method, can be helpful in the university rear service group carry on the achievements inspection.