Research On The Problems And Countermeasures In Performance Management Of A Civil Aviation Institution C

With the rapid development of China’s economy,public institutions,especially those engaged in production and operation,face increasing fierce competition.Correspondingly,higher requirements are put forward for the management of human resources of public institutions,especially performance management.However,there is a widespread phenomenon that performance management is not implemented in my China’s public institutions,especially in civil aviation production and operation public institutions.Performance management capability is an important force in the development process of public institutions,An efficient performance management system can not only help the organization clarify the responsibilities of each department,but also promote employees to improve their business standards,So as to enhance the core competitiveness of the organization and promote the organization to achieve strategic goals faster and better.This article analyzes civil aviation institutions C by consulting literature,issuing questionnaires and interviews,through analyzing the existing problems in current performance management of public institution C and analyzing the causes,it is found that:the current performance management system of public institution C lacks of some steps,strategic objectives are not closely related to departmental and individual performance,and performance appraisal results are not linked to the vital interests of the employees,the performance appraisal is just a form,and the appraisal indicators are not set reasonably,which cannot effectively mobilize the enthusiasm of the employees.In order to solve the problems existing in the current performance management of public institution C,this paper redesigned and improved the performance management system.The first one is to formulate a complete performance management structure,including four links:performance plan,performance communication,performance appraisal and performance feedback.The secondly is based on the principle of the BSC,decomposing the strategic objectives of the organization layer by layer,and closely linking them with the evaluation indicators of the departments and employees,and formulating scientific and reasonable evaluation indicators.The thirdly is to clarify the specific application of performance appraisal results.The fourthly is to compare the new and old performance management plans.Through combining the results of the trial implementation in institution C,It is concluded that the new performance management system plan can effectively mobilize the enthusiasm of the employees of institution C and solve the problems in the original performance management system.