Research On Performance Appraisal Of Nanchang Municipal Public Group Based On 360-Degree Feedback

Some of the traditional institution staff appraisal, mostly in the form of one dimension, or direct examination of superior to subordinate, or from the performance, are hard to guarantee the fair and just, true value for individuals also didn’t take it very well.360- degree performance appraisal methods can be said to be the assessment of public institutions of our country, so far, the most suitable assessment methods.Its evaluation methods focus on performance feedback, which is focus on the future of the enterprise, implementation in the enterprise internal staff, the right way to correspond to trend of era development.The occurrence of any performance appraisal method is due to problems with the reality, the emergence of the 360-degree performance feedback in order to make up for the shortage of the unidirectional appraisal, while public function units of municipal utilities group such detailed examination, the cultivation and development of employees also have guiding significance.Some commonly used methods are compared for performance evaluation method: analytic hierarchy process, key performance indicators, the balanced scorecard and 360 degree performance appraisal, etc.Get a suitable institution staff appraisal methods for the 360- degree performance appraisal method, index weight calculation with analytic hierarchy process. According to a 360-degree performance appraisal principle, design a set of institution staff performance appraisal system.Then, through the analysis of Nanchang municipal utilities group, problems existing in the current performance evaluation system, the author thinks that it is a wrong understanding of purpose of performance appraisal, the second is the assessment system is not scientific, the standard fuzzy, three performance communication mechanism is not healthy, four is the department goal and the targets of the company, and five is examination incentive is not strong.According to the industry characteristics, institution staff from customers, superiors, peers, subordinates, appraised its five Angle, from the behavior of public service personnel index and result index to examine the two aspects, the main set up work performance, work ability, work attitude of three indicators criterion layer. Personnel’s score different departure point of view, reflected in the performance evaluation on the table as indicators of change, also caused different scoring option under different assessment index.And on the set of weights, the determination of weight obtained by appraisal purpose and the actual data as the basis, constructing the corresponding judgment matrix, and verify its effectiveness, and finally get the specific weights of every index of the corresponding.By Nanchang municipal utilities group’s project management department to examine the members of the empirical analysis, the conclusion conforms to the actual situation, to achieve the purpose of evaluation.Successfully distinguish the position of the public service personnel, at the same time also found some problems that exist in the team, the in conformity with the reality.