Research On The Optimization Of The Performance Evaluation System Of The Employers In The Z District Court Of H City

Performance appraisal is a key measure of human resource management,and is generally used by administrative institutions to reward the good and punish the bad,to motivate the effective way.In the case of shortage of court personnel,the employed personnel undertakes a large number of routine work,which plays an important role in deepening the reform of the judicial system.Their performance appraisal has a great influence on the "trial,execution,quality and effect" of the case.Only by combining the spirit of judicial system reform with the actual work of the court,and establishing a performance appraisal system that matches it,can we make a scientific and reasonable evaluation on the performance appraisal of the court personnel,fully mobilize their enthusiasm and improve the work effect.The Z district court of H city is the basic court of the city,with a large daily workload and a large number of employees.However,the current performance appraisal system has blind spots and deficiencies.Based on the Z district court and employ the basic situation and the status quo of the performance appraisal system,adopt the method of questionnaire investigation and interview,the study of the current performance appraisal system,the results show that the current outstanding problems that exist in the hiring staff performance appraisal system are: performance evaluation incentive system is not sound,but there was no difference in the performance appraisal main body evaluation,performance evaluation method is not appropriate,performance assessment and quantitative indicators are not comprehensive,performance appraisal results is not widely used,etc.Then,the Z district court to employed personnel performance appraisal system perform causal analysis of existing problems,mainly concentrated in the Z district court funding sources as well as the limitations of the personnel management,performance appraisal main body of a single,the concept of average performance appraisal main body,the low accuracy of performance appraisal methods,performance appraisal index set is not science,communication,feedback of performance results,and complaints problems,etc.In view of the existing problems,this paper using the method of key performance indicators,target management method combined with 360-degree evaluation method,based on employed personnel's work content,make the performance appraisal system optimization design scheme,from the source of funds and personnel management,performance appraisal main body and cycle,indexes and weights,standard and methods,processes and the inspection result application form a complete set of optimization.At the same time,the weight factor method is adopted to scientifically set the weight of performance assessment indicators,and the behavior anchoring method is used to optimize the design of performance assessment criteria.Finally,the author puts forward the implementation countermeasures of the optimization scheme of the performance appraisal of the court of Z district,which can not only promote the sound development of the court of Z district in the management of the personnel employed,but also provide references for the performance appraisal of other court employed personnel.