Research And Re-design Of Performance Appraisal System And Institutions Of Professional And Technical Personnel

Public institutions are the main vehicle for providing public service in thedevelopment of society and economy. It is an inevitable outcome of the socialism withChinese characteristics, which is also an integral part in the socialistic modernizationprocess of China. Relevant departments in all regions of China have explored the reform ofpublic institutions energetically since the implement of reform and opening policy.Moreover, the Sixteenth CPC National Congress has led to further reforms in many aspectssuch as staff recruitment, position management and the distribution of income. Newmechanisms and new methods of management have been carried out constantly during thepast decades, which have already obtained success to a certain extent.‘The Regulations ofthe Staff Management of Public Institutions’, which is the first regulations of staffmanagement of public institutions, was recently issued by the State Council of the People’sRepublic of China. However, due to historical issues and social system, the lack ofeffective regime and the excess of employees, which are reflected in ambiguousresponsibility and objective, impractical position setting, unreasonable income distribution,lifelong employment relationship and so on, hinders the improvement of public institutions.Based on depth study in position setting of public institutions, professional technicalposition was taken as an example in this paper. Considering the particular characteristics ofpublic institutions, the emphasis will be placed on the solution of performance evaluationsystem and the appropriate performance assessment management strategy for professionaltechnicians in non-profit public institutions. Case study of the deficiency in currentperformance assessment management system was carried out by using questionnairesliterature research. Moreover, a performance assessment management system that is moreappropriate for personnel of this kind was proposed, with human resource theory, andperformance assessment management theory and methods taken as reference. This paperexplored methods of encourage staff better with income, various means of recruit andpromote people, ways of improve employees’ enthusiasm and cohesion. Meanwhile, theperformance assessment management system for public institutions proposed in this paperhas great theoretical significance to the evaluation, assessment and compensation incentivetheory which currently is on the exploration stage. This paper was divided into six chapters.The first two introduced the research background, methods and theories. The thirddemonstrated current framework of the position settings and incentive functions in themanagement system of public institutions. Using a public institution which is in charge ofradio and TV broadcasting safety and a research Institute of film science and technology asexamples, several aspects of public institutions management system such as positionsetting, performance assessment and remuneration management was explored in the fourthchapter, along with the fundamental factors which lead to main issues in Public institutions.In fifth chapter, the solutions was offered based on analysis of the present situation. At theend, a conclusion was drawn in the sixth chapter.