Applying The Balanced Scorecard To Administrative Personnel

Since the nineteen eighties, the global political economic and social life appeared a new phenomenon profoundly changing the whole world, that is the performance management and goal management system introduction of government departments, institutions for staff performance appraisal, in order to be able to motivate employees, and improve the institution administration efficiency and service quality. In the macroscopical adjusting control of the government, the people and the fierce market competition, China’s institutions are seeking to improve efficiency, scientific performance management methods, in order to carry out a comprehensive performance evaluation. The balanced scorecard is different from the traditional performance appraisal, only the short-term financial indicators as the institutions of administrative staff performance of the only indicators, it also introduces three new management level, the four level of long-term strategy goal and short-term action link up play a role. In order to achieve the goal of sustainable development, the institution must import the management technology, pay attention to quality, performance evaluation and management. Institutions of administrative staff performance appraisal index system is the base of performance appraisal, scientific, reasonable, effective performance evaluation index system for public institutions administrative personnel and the development of the whole society to play an active role in promoting. In market economy society, institutions of administrative staff performance appraisal must rely on its own competitive advantages and actively participate in market competition, and in the increasingly fierce competition in the market for survival and development.The paper takes the case as the object of study, the balanced scorecard model, on the basis of M school’s Mission, vision and strategy, through the questionnaire survey method, combining questionnaire reliability and validity analysis, descriptive statistics analysis, value analysis, factor analysis, the single factor variance analysis method to build the institutions of administrative staff performance index system. On index selection must not be based only on the traditional performance evaluation methods, or to meet the demand of the school term, but in the long term tracking performance evaluation method to the evaluation of institutions, to establish a set of effective and complete business administration staff comprehensive performance evaluation index system. According to the research results of M school, the implementation of the Balanced Scorecard feasibility and put forward constructive suggestions.After the research discovery, the balanced scorecard can be used in M middle school, but the application of Balanced Scorecard in Institutions of the administrative staff is a change, so it needs the support of senior leadership and investment, create a favorable change in the organizational climate, still need to be perfected ceaselessly balanced scorecard performance evaluation index system.