Weifang Jall Prisoners One Hundred Performance Appraisal Systems Study

The competition between enterprises is at its core the competition of human resources. It is one of the most important decisive factors in the realization of the manufacturing and operation goals in enterprises. Performance appraisal, the most important sector of human resources management, is not only an effective tool for strengthening the cohesiveness, establishing team spirit, improving the performance of employees in enterprises, but also an important mechanism for enterprises to realize their strategic goal and control the process of their strategic system. Moreover, performance appraisal can realize dynamic matching among employees, jobs and enterprises, and provide basic evidences for managers to depend upon when they are evaluating employees' needs of development, promotion, pay increasing, position switching, training or dismissing. No matter at present or in the future the managers may always give priority to performance appraisal in the whole human resources management system, for it's a necessity for managing and an effective solution to the contradiction between employees and enterprises. On the one hand, according to contemporary management theory to set up a scientific and reasonable performance appraisal system is the basic section for executing performance management. On the other hand, the most difficult section for enterprises to design and execute is usually the performance appraisal system. Therefore, to explore how to design performance appraisal system is of great practical significance. That is why this paper chooses it as the subject of study.The purpose of this paper is to design a scientific system for the performance appraisal of the prisoners in Weifang Prison. This system will help Weifang Prison to carry out and enforce the performance management of its prisoners so as to avoid as many as possible the disadvantages and misunderstandings existing in present evaluation system and to stimulate the prisoners to work more energetically, initiatively, creatively, effectively and finally realize the goals of the enterprise, the article is divided into five chapter. One chapter is a preface. it will be a total explanation. It is contained the background and mention,research ways and mainly contents. Second part is the theoretically sum up, describing the basically theory,one hundred checking systems theory basis,foreign jail's experience. Third chapter will describe weifang jail one hundred checking systems at present, by using questionnaire analyze current situation, finding the problems, so as to design rational checking systems. Four part is the core of the article, Based on the concerned theory. it included new designed checking table and sorted fraction method. Five chapter will involve weifang jail one hundred checking flow chart,checking division,checking period,checking results and so on. Six chapter is the conclusion. it contains the advantages and disadvantages explanation,analysis and future outlook. Based on the principal theories and methodologies of the management of human resources, this paper studies profoundly the ways of the establishment of evaluation systems in ordinary enterprises, analyzes their advantages and disadvantages and discusses under what kind of circumstances will those systems work soundly. After that, the author goes on to discuss the specific situation in Weifang Prison, a special kind of enterprise whose present performance appraisal system still has many shortcomings, namely being underdeveloped, lack of objective standards, and its ways of evaluation lacks variety. In order to improve the situation, the paper argues that, in the process of the establishment of performance appraisal system, the enterprise should use comprehensively various kinds of evaluation methods, in compliance with principles of justified, measurable, systematic, practical, and emphasizing both the process and the results. The enterprise should employ different evaluation subjects, aims and performance appraisal systems in the operation, according to the specific levels and functions of the management groups and the content of work in specific positions. At the same time, the author points out that the feedback system, as an essential part of the evaluation system, will greatly improve the satisfaction of the prisoners while they are serving the sentences in jail. The advantages of the former system can also be absorbed into the new system so as to help the new system adjust rapidly to the current situation. This performance appraisal system will also be beneficial for the establishment and improvement of similar systems in other prison enterprises.