Research On The Redesign Of The Performance Appraisal System For External Personnel Of JL Research Institute

With the continuous development of China's economic construction,in the process of the restructuring of state-owned enterprises and the continuous development of the work of public institutions,public institutions have added a new way of employment according to the actual needs and actual environment of work.This new mode of employment is called "external personnel".At the same time,with the acceleration of the reform process and the continuous development of public institutions,the proportion of these external staff is also increasing,mainly engaged in service,front-line and grass-roots work.They work in public institutions at all levels of society and devote their personal efforts to serving government organs,public institutions and state-owned enterprises.However,they are different from the incumbents of the units.They are informal staffing personnel in public institutions,which we call "external staff".According to the current statistical data,the proportion of outsourced staff is increasing,and their positions and work have become an important part of the development of the unit.However,under the restriction and influence of the employment mode and the internal management mode of the institution,the security measures of the position,salary and welfare,position and position of the external staff and their vital interests are quite different from those of the on-the-job staff of the institution.These differences affect the emotion and behavior of the external staff,and have some negative effects on the normal work and development of the institution itself.As a provincial state statutory technical institution,JL Testing Technology Research Institute undertakes most of the compulsory testing of instruments in Yunnan Province,with a large number of employees and a large proportion of external staff.However,due to the imperfection of the performance appraisal system of external staff,the phenomenon of "big pot rice" is serious.This paper mainly focuses on the related problems of performance appraisal of external staff,and expounds the external staff.Selection and significance of performance appraisal.Because the performance appraisal of the external staff does not specify specific indicators,nor does it specify appraisal indicators and assess them on time,and fails to timely feedback the results of the appraisal,this series of problems seriously affect the comprehensiveness,effectiveness and system of the performance appraisal scheme.Therefore,on the basis of the original performance appraisal,according to the actual situation of JL Testing Technology Research Institute,this paper divides the external staff into three different appraisal subjects,namely,front-line inspectors,business receptionists and logistics personnel.According to the different nature of the work,this paper summarizes the relevant theories of performance management at home and abroad,and makes a comprehensive analysis of the current situation and existing problems of JL Test Technology Research Institute by using problem analysis method.This paper takes the external staff of JL Test Technology Research Institute as an example,and puts forward some suggestions on the performance management of the external staff of JL Test Technology Research Institute from the perspective of analysis.JL Testing Technology Research Institute belongs to the reform of public institutions,and the existing problems do not belong to the single problem of external staff,which should be paid attention to by the whole unit.Finally,this paper puts forward the problems encountered in the research process,solutions and feasibility assurance.The research in this paper will play a positive role in further improving the construction of the external personnel system in JL Testing Technology Research Institute,and it will also have a certain reference value for the reform of the external personnel system in relevant institutions.