The Establishment And Analysis Of Performance Appraisal Process Of The Stuff

With the development of society, high-quality human resources plays a significant role in promoting the development of entire society and economics, and it is the most powerful tool for modern enterprises to obtain competitive advantages. The quality of human resources management has become the decisive factor of survival and development of enterprises. the performance evaluation, as the core part of Human Resources Management, can provide an important basis for decision-making such as rewards and punishments for the employees, pay administration, job movements, training, job rotation, such as human resources management, it is the "most important." On the other hand, the quality of education is one of the important factors to determine the quality of human resources, and teachers are the key to improving the quality of education, moreover, the school management for teachers plays an important role in the ability and the quality of teachers. With "China's reform and opening" and socialist market economy, the lack of development of higher education has become one of highlight the contradictions of China's education industry. But the Country's investment in education increase can not be adequately met the needs of the community in short-term, so to resolve this contradiction is to promote the establishment of a diversified school system, which is an important way to actively encourage the establishment of various types of private colleges and universities.Private colleges and universities not only have a variety of features with colleges and universities, but also have some of the characteristics of enterprises. At present, the studies of human resource performance evaluation for public enterprises, universities have been quite full, but the research of performance evaluation of human resources for private colleges and universities is still in its initial stage, this paper combine the characteristics of businesses and schools, take an private college as an example to establish a comprehensive system of performance appraisal. It wants to provide some references to performance appraisal for private colleges and universities.The whole paper introduces the background and significance of topics at first. Combined with the status quo, it put forward the human resources problems in performance appraisal at this stage. Most of the main body is divided into four. The first part briefly summarized the theoretical studies of the human resources performance appraisal of enterprise at this stage. Firstly, it summed up the Management By Objectives theory, the humanistic management, human motivation theory, total management theory, contingency management theory; Secondly, In accordance with the specific purpose , this paper introduced the concept of AHP, the steps of its application, the evolution of this method, the attention to using it; Thirdly, this paper introduced the purpose and principles of human resources performance assessment in order to ensure a more rational and effective performance appraisal; Finally, each performance appraisal system should have a feedback mechanism. The second part of this paper extended the theory of human resources performance appraisal from the enterprise to private colleges. Firstly, it analyzed the current situation institutions of our country's private colleges and universities. Secondly, as a result of the teaching profession has a strong unique specificity in private colleges and universities, the teachers have the characteristics of teaching, as well as economic benefits, this paper borrowed ideas from the professional characteristics of the whole teaching industry, then, it drawn on the characteristics of the teachers in private colleges and universities; Thirdly, it summed up the performance evaluation of teachers of our country's private colleges and universities. The third part is the core of this paper. It proposed the advantages and disadvantages of AHP (Analytic Hierarchy Process) application, then, it improved the AHP about performance evaluation. It supported the theoretical structure of the ternary comparison matrix which is derived to determine nine scaling matrix to determine the standards, without losing accuracy in the premise, as well as greatly improving the matrix to determine the consistency of comparison, according to the formula to achieve the weight of each indicator, then, on a concrete analysis of specific indicators, such as the use of Markov chain of "teaching effectiveness", different person who gave the score was given a different weight, the final assessment score. Finally, the whole system needed to create a feedback mechanism so that the whole process of performance evaluation mechanism can form a cycle, that is, each person who has something to do with this human resources performance appraisal had to give an evaluation about the final result, be satisfied or not. If those results of satisfaction were all in line with the Gaussian distribution, it means this performance appraisal is effective. The fourth part, in accordance with the entire process in the third part, calculates a specific instance of performance appraisal of one teacher, then, briefly introduced an effective use of these performance appraisal results. Based on the results of performance appraisal, the enterprise can do some improvement in salary, incentives or punishments, trainings, development plans of staff, job rotation, etc. Finally, this paper had some Outlook about the content which this paper had not been analyzed, such as the assessment of the weight of the various indicators and it could continue to refine the process of scoring.