HJ Vocational College Faculty Performance Research On The Optimization Of Performance Appraisal System

HJ vocational college is the only applied technology vocational college in Henan Province.After the establishment of the college,a set of management mechanism has been established in terms of talent recruitment,salary management,assessment,rewards and punishments,and training of young teachers.Due to the short time of establishment of the management mechanism,there are still a series of problems,which greatly limit the development of the college.Therefore,it is of great practical significance to analyze the efficiency of human resource management in Vocational Colleges by using the theory and method of performance evaluation of Business Administration for reference,so as to improve the management of teachers and promote the further development of the college.There are some problems in the current performance appraisal system of HJ vocational college,such as the neglect of the long-term development of the faculty,the failure of the appraisal result to be linked with the incentive mechanism,the dispute of the appraisal subject,the lack of effective feedback of the appraisal result,and the unreasonable design of the appraisal index.To solve these problems,we need to adhere to the principle of "people-oriented,fair and sustainable development",according to the strategic development goals of the college and the characteristics of the teaching staff positions,use fishbone diagram,chart and other research methods to conduct in-depth analysis,build indicators at all levels of the teacher performance evaluation index system to meet the development of the college,and judge the performance indicators according to the weight factor At the same time,the leading group of performance appraisal should be set up to clarify the responsibilities of the academic affairs department and the secondary colleges,so as to achieve cooperation among all departments in the appraisal.We should evaluate each teacher's contribution to the college fairly and objectively,combine the results of teacher's performance appraisal with the employment,promotion,bonus and training of teachers,and establish a scientific performance appraisal system.And according to the development of the college and the actual situation of teachers,the performance appraisal program is improved continuously.Finally,in order to realize the smooth implementation of the performance appraisal system based on the key indicators(KPI),we need to guarantee from the following aspects:through the construction of the performance appraisal leading group,the performance appraisal consulting group and the performance appraisal working group,we need to realize the organizational guarantee of the performance appraisal system;through the convening of the middle-level leadership meeting,the department work regular meeting and the performance appraisal work of the whole hospital Staff meeting and other ways to improve the staff's understanding of the performance appraisal system.Realize the ideological guarantee of performance appraisal;construct the culture with its own characteristics and implement it in the performance appraisal by imperceptibly influencing the performance appraisal;increase capital investment to realize the material guarantee of performance appraisal.