Study On Optimization Of Performance Management Of C Geological Survey Institute

The geological industry has witnessed the rapid development,reform and innovation of China’s economy.With less and less investment of the nation in geological work projects,it has left the the decade of golden development stepped into a critical period of transformation and upgrading.Geological exploration institutions are important organizations to promote the development of China’s geological industry.In the face of the government’s policy changes to promote the reform of public institutions,geological exploration institutions are facing the dual pressure of enterprise transformation and business transformation.Therefore,it is of special significance to study the geological exploration institutions,point out the development direction,establish strategic goals,strengthen the management system,accelerate the transformation and upgrading,and strengthen the public welfare attributes.In this thesis,it is universal to take C Geological Survey Institute as the object of exploration.As a second-class public institution of traditional geological exploration,C Geological Survey Institute is facing the problem of reform.The Problems such as the imperfect geological work system,the lack of talents,low staff enthusiasm,and the lack of function pertinence seriously hinder the development of units,and the optimization of the performance management system needs to be solved urgently.In this thesis,literature research and case analysis are firstly used to summarize the general rules,and relevant theoretical knowledge of performance management is combined with special geological exploration institutions.The problems existing in the current performance management system of this institution are identified by means of data collection and questionnaire survey.These factors include unscientific setting of performance assessment indicators,lack of communication in performance management,limited application of performance assessment results,etc.In-depth analysis shows that the administrative system of public institutions has a profound impact,the top-down understanding of performance management is not in place,and the organizational culture has a far-reaching impact.In the case of specific optimization principles,by building unit-level performance indicators and decomposing them into department-level indicators and then decomposing them into individual-level indicators,setting reasonable criteria and index weight,and using scientific and reasonable performance management means to separate the five links of performance management.To optimize and improve,in order to ensure the implementation of the new performance management system.At the same time,it proposes safeguard measures in line with its special system.On the basis of fully mobilizing the enthusiasm of employees,it ensures the realization of the strategic goals of the organization,enhances the public welfare attribute,and accelerates transformation and upgrading.It can also achieve steady development in the face of external pressure of reform.