Application Of 360-Degree Performance Appraisal Method In The Management Of Employed Counselors

In March 2011,the CPC Central Committee and the State Council set the overall goal of promoting the reform of public institutions by classification.During the 13 th Five-Year Plan period,the state will gradually realize the transformation from fixed employment to contractual employment,from identity management to post management,and promote the implementation of performance-based pay in public institutions and improve the employment system.With the deepening of personnel system reform in institutions of higher learning,under the situation that colleges and universities are about to implement the full employment system,how to effectively carry out performance evaluation on the employment system counselors is an urgent problem to be solved in the management of college counselors.By introducing the performance evaluation theory in human resource management,using the methods of questionnaire survey,literature research,research discussion,and combination of 360-degree performance assessment,this paper takes the actual situation of Jiaozuo University as the research background.The application of 360-degree performance examination method in the management of hired counselors was studied.Firstly,this paper analyzes the current situation of Jiaozuo University counselors,and aims at the problems such as unclear assessment purpose,insufficient assessment subject,incomplete assessment index,unreasonable setting of index weight,and insufficient application of assessment results in the existing evaluation methods for counselors at Jiaozuo University.Analysis of the causes of these problems.Then the paper studies the improvement plan of the performance evaluation mechanism of Jiaozuo University's hired counselors,analyzes the applicability of the 360-degree performance evaluation method in the performance evaluation of hired counselors,and combines the 360-degree performance evaluation method.This paper puts forward improvements in the determination of the purpose of performance appraisal,the selection of the main body of performance appraisal,the setting of performance appraisal indicators,the determination of the weight of performance appraisal indicators,the setting of performance appraisal results,the feedback of performance appraisal results,and the complaint mechanism.To explore the application of 360-degree performance examination method in the management of hired counselors.Finally,the author puts forward that the effective operation of the performance evaluation mechanism of Jiaozuo University counselors should be guaranteed from funds,personnel and system,and that communication coordination and information disclosure should be strengthened.