Study On The Performance Management And Innovation Strategy Of X Province Association For Science And Technology

With the rapid development of economy, society and the enterprise, management mode and management knowledge of old and new replacement cycle is shorten, must through constant and adapt to the economic and social development of human resources management reform to create a new direction of the government department human resources management, and with the acceleration of change rate, corresponding to the human resources management is not only to the sustainable development, and should be normalized, this also is to implement the party’s 18 continue to deepen reform of the cadre and personnel system and the construction of ruling cadre quality requirements. In view of existing some of the problems in the staff performance appraisal of current our country government units, study on the western developed countries, such as the federal government of Bill Clinton of "reshaping the federal government movement" to "President management issues" introduced by the bush administration, with the period of development and administrative system reform. Studying and drawing some good practice, lessons and experience of from the government at home and abroad, such as:legislation, establish rules, new tools and new methods of human resource management, to create a new performance management model and so on.the example of the performance management of X province association for science and technology, we further found the problems existing in the performance management of the unit, such as:performance appraisal index set up fuzzy, validity and reliability low, performance appraisal both sides information asymmetry, lack of effective supervision and performance feedback link, etc. To study specific problems and discovery the deep cause of the problem, avoiding political and cultural factors, Institutional barriers and human factors which easily influenced by subjective influence of such as light to error, logic and so on. The influence reasons of the distortion of performance appraisal. And introducing the methods of modern enterprise performance management, integrating into the new human resources management tools, such as:reinforcement theory,360 degree performance feedback, SWORT analysis, etc., by integrating the unit annual strategic goal, defining the responsibilities, authorities (units) defined performance, individual performance definition, and based on this research to explore the new performance appraisal model, at the same time to further improve the performance feedback and performance of unit supervision link, complaint channels unblocked normal performance, dynamic performance based on the perspective of cadres and cadres job rotation system, competition system to form a set of can revitalize the performance management process, establishing archives department performance, all members can participate in the performance management of X province association for science and technology, to form the situation of "main leaders set the strategic leadership, departments (units) for performance, unit performance than everyone’s work", to improve the overall performance of X province association for science and technology.This paper can also be used for the current personnel reform and government departments and relevant administrative units at performance management to provide certain reference value.