A Study On Performance Management Based On Staff Career Planning In Public Research Institution

As the society becomes more and more market-oriented, human resources management in public institutions, being influenced by unified management of planned economy era, becomes weak and uncompetitive when facing with the market competition of talents in the new century. Performance management is central to human resources management. The prospective performance management emphasizes on the improvement of future performance. In this respect, the process in which the organization and individuals improve system performance management is a dynamic one that the organization works with its staff to set goals and reach a consensus on how to achieve objectives. Performance management basing on the career planning of staff is an important part of human resource management. Reaching the objectives of an organization should not just base on the strategic planning of the organization but also the support of staff career planning. Performance management reform in public institutions is slow in our nation due to institutional structures, personnel status, funding sources and other complex factors. The improvement of overall efficiency of public institutions must involve flexible allocation of human resources within the organization. Only to view performance from a people-orientated standpoint can fundamentally solve the issue of overstaffing in most institutions and meet the demands of modern human resource management.