The Research On College Performance Inspection

The reform of performance salary in universities is being carried out to a larger scale these days. It is a realistic and pressing problem faced by the reform of human resource management of universities how to motivate the staff to work and improve the working efficiency with this new salary system. In order to establish a fair and flawless distribution pattern of performance salary for our staff, we must understand the true meanings of it in a right way and know the difficulties and problems when carrying out the new system. This article tries to solve the problems we met when we designed the system in a better way, which is helpful to the perfection and improvement of the reform and leads a preliminary scheme about how to distribute the performance salary after appointment according to the positions. Universities play a decisive role in the whole public institutions. The reform is of generality and particularity. Although we nearly completed the national preparation for the new policy, we know it is just the first step of the whole reform of Wage and Income Distribution. The post performance salary mechanism is a systematic and integrated system.With the transition from elitist education to mass education and China taking part in WTO, universities play a more and more important role in the whole society. To boost the country through scientific and educational advances together with the scientific and educational improvement of universities becomes an important way to give an impetus to promote social progress. The competitions become more and more fierce day by day in the market economy. Universities are also facing the ordeal of the survival of the fittest.Competition brings reform, which has become the accelerator of scientific management in universities. Taking all the factors into consideration, we found the old management pattern of universities cannot keep up with the need of the development. To be more competitive, We are eager for a more efficient and professional management pattern. However, the competitiveness of universities mainly depends on the quality of education, the level of scientific research and whether the students we educate are able to meet the demand of the economic and social development, which rely on how qualified our staff are. Therefore, the key factors of building up the competitiveness of universities are to cultivate and train a high-qualified staff, among which the most fundamental problem is to carry out the performance management and improve the quality of our staff.At the present time, universities in China failed to set up a scientific and logical system of performance management and also ignored the ability training and profession development of teachers, which finally limit the sustainable development and core competitiveness of them. This article tries to find out the problems we met in the present system of performance management, and further study how to establish a more scientific and logical one.Of course, if we want to establish a new system of post performance salary conforming to universities education and a scientific process of high efficiency for income distribution those who work in the Human resource management department of universities need to discuss and research more.