The Design Of The Performance Management System In The Changcheng Colleges

Recently many independent colleges were founded by universities in private model. As new things, the independent colleges have to be perfected step by step. It is the keystone that the foundation and maturity of staff management system, because it is critical to the strategic long-term object of the colleges.It is well known that position analysis, recruitment, payment management and achievement evaluation are four main factors of the independent college. Although many ideas for the development of the colleges have been emerging, it seems that we still lack of effective modern techniques for human resource management. With the management going further, it comes out that what we need is a normalized, systematic and scientific system of performance management for the college staffs. The staff is a special group in colleges because there are many uncertainties and complexities in its routine duties; this adds more difficulties to the performance management.As one member of the first batch authorization of independent colleges, experiencing 7 years of reform and development, the constitution of human resources of Changcheng College underwent conspicuous changes. These changes include implement of the self-owning of the administrative staff, the change of the teachers'constitution from the teachers of the mother campus and external ones to its own teachers at great extent, the little examination and primary management of the achievement evaluation to all-around examination and development, etc..With the development of the college, the problems of human resources system came into being. Firstly, the stability of the staff is quite loose. Some excellent staff members leave the college after passing the examination for postgraduates or by other means, which lead to the important post cutout. Secondly, there are some problems with the current examination system. The problems lie in that the college still remains some characteristics of public universities and the achievement evaluation index is not scientific which can not wholly represent the staff achievements. This can not provide the evidence for the real examination. Moreover, the rewards and punishment system can not be in function. In the course of time, all the staff members will receive equal treatment, which makes them have the passive and perfunctory attitudes towards their work. At a result, the achievements of their department are quite average. Thirdly, the managers do not pay much attention to the examination. During the process of examination, they can not break through the subjective factors so that the staff achievements can not be fully evaluated. The authenticity of the examination results deserves doubt. Therefore, the examination results of the human resources section do not represent the real situation of the staff members. Fourthly, the encouragement system is not established. After the examination, the college does not react actively to the examination results, but puts them aside and does not make good use of the system of praising the excellent ones and the laying off the last graded one from the position. Therefore, this influences the enthusiasm of the staff members greatly and the overstaffed phenomenon will be more severe. According to the problems of the achievement evaluation management, the author of this thesis puts great emphasis on the study on achievement evaluation model and does her endeavor to find out the effective achievement evaluation model, which fits Changcheng College well through collecting the data and analyzing them.The first part of this thesis makes a thorough introduction to the current situation of Changcheng College, analyzing the present achievement evaluation management model and getting the conclusion of the problems of the achievement evaluation management. We take the example that the obstacles of examination and problems in the achievement evaluation plan itself are all present. Also the reasons are analyzed in this thesis.The second part makes a plan for the achievement evaluation management of the college. From the point of view of the current circumstances of the staff, this part points out the discrepancy of the demand for higher quality of the staff and practical level of them, the abilities of the staff can not be fully represented so that the enthusiasm of the staff is bonded.The thesis concludes the characteristics of the achievement evaluation management of the college and expounds the emphasis of the achievement evaluation examination of different levels of administrative personnel and teachers. Secondly, it makes clear that the aim and the design practice of the achievement evaluation system, and puts forward the necessity of the post analysis and specifications. Also, taking the Balance Score Card (BSC) as reference, this part makes the plan for the BSC of Changcheng College and expounds the possible problems in carrying out BSC.The third part on the basis of the BSC and KPI, it makes a list of the problems in implementing the evaluation system. The rewards and punishment strategies will be established on the basis of the design of the achievements assessment system, the application of the examination of achievements assessment and the through analysis of these results so as to provide a reasonable foundation for the pay management. Based on the achievement evaluation system and the present situation of the achievement evaluation management of the department of art personnel, the third part proposes the irrationality of the staff structure, and makes an analysis of the problems of achievement evaluation management of the art department personnel, the problems such as the disjoint of the current department achievement evaluation system and college strategies, the unscientific achievement evaluation index, the oversimplified examination methods and techniques, disagreement of the examination results and the lack of achievement evaluation communication, etc. are also stated.. On the basis of the analysis of the problems and according to the achievement evaluation management system, the thesis pays much attention to problems occurred during the process of the achievement evaluation management of arts department, and the necessity of making the preparation for this task. In addition, the formation of the achievement evaluation plan, the examination of the different offices and the research sections, the summary and the reaction of the examination results are involved in the thesis. Furthermore, this thesis touches upon the incorrectness and main problems of the achievement evaluation management of Greatwall College as well as presents corresponding solutions and suggestions.This thesis makes use of certain amount of data and diagrams to demonstrate the thoughts. Different forms of s are quite convenient for operating to solve the problems on how to put the achievement evaluation into effect (the methods and the instruments), what to be examined (the indexes), how to organize properly and how to set up a standard staff achievement evaluation system, etc. This thesis voices the opinion that the college should conduct the assessment encouragement. In order to fulfill the organization target, the effective encouragement measures and objectives should be established, that is, the conformability of the individual and organization goals, the balance of short-term target and long-term target and the equilibrium of financial and non-financial aim of purposes.Conclusion:the competitive situation of our higher education is severe, only constructing a suitable performance management system, improving the employees'performance and forming its own core competency, can a college face the challenge of higher education development and the survival of college. Combing the current situation of arts department organization and practical needs of the reform and development, also according to the achievement evaluation plan, examination and reaction, this thesis designs an effective achievement evaluation management system. But as we all know, setting up this system is a long-term and proper sequence process, because"Rome can not be built in one day". Therefore, the managers should come to understand the advanced theories in this field in time and improve them with the college development, strategy and the adjustment of the work focus to perfect the achievement evaluation management. And ultimately, through our great efforts, the goal of the maximum value of both college and staffs can be realized.