Research On The Performance Appraisal System Of Public Utilities Institution

As the core activities of modern human resource management of the publicsector, in China, it is of great importance to appraisal staffs’ performance ofinstitution under the background of system reform. It can promote the implementationof the performance pay system and the perfection of the income distribution systemeffectively. Eventually, it can improve customer satisfaction and the overall image bymotivating the staff and bringing up excellent person, improving organizationalperformance and public service quality. Public utility institutions mainly includeeducation, health and municipal sector, their responsibility is to offering public utilityservice to the public. The performance is an important factor to affect theorganization’s duty. However, person’s competition spirit has weakened because ofthe traditional public utility service monopolization mode. That makes them lackmotivation to advance service. And firing up job enthusiasm is needed urgently. Now,the theory and practice about staff performance appraisal is still at the exploratorystage, these problems leads to the imperfect of performance assessment system andaffect the development of the work. In terms of external environment, theimprovement of people’s material and cultural life boost the awakening of civilconsciousness and the increasing demands of the public. Therefore, it is necessary toameliorate the performance system to improve performance, develop institutions anddeal with the people’s requirement.The paper analyses all kinds of problems and reasons in detail against thebackground of the institution reform and raises some suggestions. The article can bedivided into three parts. Part1introduces basic theory of performance assessment andelaborates its connotation, value, construction and function. According to the realityof the evaluation in our country, Part2point out that there’re loads of problem in thesystem, such as blurred aim, single subject, unscientific indicators, backward methodsand defective mechanism. These problems can be due to the deviation on cognition,internal and external environment and mechanism. Part3is based on the former parts.In order to guide and promote the practice, the author is aspired by the facts anddesigns a new scientific staff performance appraisal system which concludes thevalue，subjects, indicators, process, technique, and mechanism.