Performance Management Program Design And Evaluation Of Z Institution

Before our opening up policy, management philosophy and methods are the samebetween public institution and enterprise in China. However, with the rapid development ofmarket economy and global economic integration, the gap between public institution andenterprise gradually increased. For the past few years with the acceleration of the reform inpublic institutions, they are forced to improve efficiency and strengthen their competivenessin order to survive and continue to develop. Currently performance management of publicinstitution is still in exploration and there is little we can learn from and refer to. What publicinstitutions do about performance management is so different from advanced concepts. Basedon the above background this paper constructed the performance management system andstudied its operation. Also it conducted a comprehensive analysis of the theory and concept ofthe performance and performance management and a more complete analysis of the currentsituation and existing problems of performance management in Z public institutions. Thispaper adopted three methods, interview research, expert assessment method and analytichierarchy process （AHP）, took staffs in headquarter and subordinate branches of Z publicinstitution as an example. Considered the practical situation this paper established theperformance management system of Z public institution though analytic hierarchy process.This system covered both the individual performance evaluation and the organization’sperformance management. For the individual performance evaluation instead of using thesame indicators to measure the performance of all the employees we specially divided theemployees to three catalogs, middle management, professional and technical personnel, officeworkers. Its aim is to provide a reference for the performance management of publicinstitutions. After a trial operation for one year in Z public institution, the performancemanagement system actually achieved good results. It is helpful to introduce the concept andshape the culture of performance management in this public institution. It enhanced themanagement capacity and promoted the constantly improving and perfecting of humanresource management, thus guaranteed the realization of the strategic goals in Z publicinstitution. On the other side, some inevitably problems are discovered. This paper identifiesthese issues and point out the deficiencies of this study.