Research On Problems And Countermeasures Of Performance Management In Huaihai Technician Institute

The "Thirteenth Five-Year Plan" period is a period of key strategic opportunities for China to develop from a manufacturing power to a leader in manufacturing.The team of technical workers is an important foundation to support made in China and created in China and it is very important for the training of technical talents to build a group of high-quality teachers in Technical Colleges.The effective use of performance management will be conducive to stimulating the enthusiasm and initiative of the staff.Through literature review,questionnaire survey,and cross-comparison of the survey data,it was found that there were some problems during the performance management implementation process of Huaihai Technician Institute.Such as the main body of the performance plan was incorrect and the performance plan was not fully interpreted;performance communication was not timely and performance coaching was not done properly;the content of performance appraisal was unreasonable,the punishment was heavier than the reward,and it was difficult to obtain excess performance salary;performance feedback was rarely interviewed and faculty complaints were not resolved properly;the performance evaluation results have not been effectively combined in terms of personnel arrangements,business training,job promotion,etc.The article proposes countermeasures to optimize the performance management of Huaihai Technician Institute by using the objective management.Through training and improvement of the goal-building process,let all faculty and staff participate in the development of performance plans;guide and encourage specific performance,direction and encouragement to strengthen performance communication and coaching with faculty and staff;set the performance evaluation content of departments,offices,and staff as Basic and attainable goals.Set different reachable goals for personnel of different departments and different natures to promote the enthusiasm of faculty and staff;increase performance feedback through performance interview,Enhance the application of performance appraisal results through evaluation,on-the-job training and other aspects.