| Performance appraisal is an important way for public institutions to carry out internal management.The establishment of a perfect performance appraisal system can establish a good internal environment for public institutions,promote the promotion of staff’s work enthusiasm,and then better complete the work objectives of public institutions.Performance indicators are the most important part of the performance appraisal system.The more detailed and standardized the performance indicators are,the more they can enhance the enthusiasm of employees and improve the work quality of employees.Therefore,public institutions need to continuously optimize the performance indicators of employees in different positions.OKR(Objectives and Key Results)is a new method of performance appraisal,which consists of three main points: the first is the bottom-up development,the second is the determination of assessment objectives,and the third is the display of key results.Based on the goal and key achievement method,this paper studies the performance indicators of S Center staff in L City by means of literature review,Case Study and questionnaire.S Center is a national institution,mainly for the development of small and medium-sized enterprises to provide services,and formulate some rules and regulations to ensure that small and medium-sized enterprises in the scope of legal and regulatory activities.As an important institution,s center not only influences the development of small and medium-sized enterprises,but also affects the economic construction of the local and even the country.S center staff working conditions affect their role,so it is necessary to establish a sound performance appraisal system,optimize the performance of its staff indicators.However,from the current S Center staff performance indicators,there are still poor communication effect in the process of setting performance indicators;The key results of performance indicators are not well-guided,because of the lack of attention to performance assessment,the setting of performance indicators is not well dynamic adjustment,and the lack of comprehensive consideration in the process of setting performance indicators Ignoring the subjective initiative of the staff;performance appraisal staff lack of learning progress.Finally,for the unit in the performance indicators of the problems and reasons for the development of strategies,including improving the construction of principles and procedures;Performance indicators fully reflect the evaluation objectives,key results of the innovation,enhance the evaluation objectives,key results of the guidance and other countermeasures and recommendations. |
