Study On The Performance Examine System Of The Administrative Staff Of The School Of Science & Technology Xinjiang University

As one of the high-level and highly-accredited talents,universities are responsible for personnel training,scientific research,cultural heritage,and social service.The purpose of human resources management in colleges and universities is to stabilize the teaching staff,optimize the structure of teachers,gradually strengthen the strength of running schools,and enhance the vitality of running schools.Performance evaluation is the basis for deepening the reform of the school's human resources and an important basis for the management of human resources in colleges and universities.From the current reality of the personnel system reform in China's colleges and universities,establishing a post is a prerequisite,allocation is a means,appointment is the key,and assessment is a guarantee.With the continuous progress of social economy and the development of higher education,the independent college as a product of the higher education system reform has increased the number and scale year by year,which has promoted the rapid development of China's education.The orientation of the independent college is to train application-oriented high-quality talents to meet the community's demand for talents.This study will fully integrate China's higher education concept into the assessment management of the School of Science and Technology,and build a performance appraisal management system that targets administrative personnel and meets the needs of the Science and Technology Institute.Through the implementation of the performance appraisal system,guiding the administrative staff to perform their job duties conscientiously will help mobilize the enthusiasm of the administrators and improve the overall quality of the college's administration.However,the institute isrelatively backward in terms of its rules and regulations and implementation.It has become a weak link in the development of the college.Therefore,it is of great significance for the development of the college to strengthen the scientific and rational management of administrative human resources,especially through the scientific performance assessment of performance management,in order to mobilize the enthusiasm of management personnel and improve the quality and efficiency of the work.Therefore,the organization and personnel departments work together with various administrative functional departments to formulate and implement the current performance evaluation programs for administrative personnel from the aspects of assessment objectives,assessment forms,assessment indicators,and evaluation results,mainly from the perspectives of “de,energy,diligence,performance and The five aspects of honesty and credit evaluation of executives have played a good role in performance evaluation.However,due to the complexity and uncertainty of the administrative staff's work,as well as the multi-factors and multi-factor performance,it is still difficult to make a comprehensive,objective and fair assessment of the performance of the administrative staff,and further improvements and improvements are still needed.This article reviews and collates many literature books related to performance theory,combines their own eight years of work experience and accumulation at the Xinjiang University's Institute of Science and Technology,and designs a questionnaire survey,using the SPSS software 17.0 to analyze and find the current performance assessment of the College of Science and Technology.The following problems exist:(1)Insufficient understanding of the assessment and lack of clear objectives for the assessment;(2)Insufficient scientific assessment targets and lack of relevance;(3)Assessment methods are too simple;(4)Assessment results are not published in time.As for the effect is not obvious;A specific performance appraisal model is established through the application of scientific key performance indicator(KPI)method,and the specific appraisal indicators are determined.The design is determined using the analytic hierarchy process(AHP).The weight of each assessment index found that it is possible to better resolve the subjectivity and one-sidedness of the performance appraisal process through quantitative methods.At the same time,it is also possible to comprehensively improve the scientific and rationality of the evaluation results of the performance system,thus forming a set of assessment systems than the current one.More comprehensive,more extensive appraisal methods of assessment indicators system.At the end,specific measures were taken regarding the feedback and use of performance appraisal results,and problems were noted during implementation,which further improved the performance appraisal system.