Practical Research On Performance Appraisal Of Private University Administration Staff

Chinese national ministry of education approved the first batch of private universities since the 1980s.Chinese private higher education has shown a good momentum of development during the past 30years. A stable team of teachers is crucial for the steady development. Administrative staff places an essential leading role in the aspect of university human resource management. They are always collaborating with each other on a variety of tasks so as to fulfill the university strategic planning and accomplish the management by objectives, and offering the various co-ordinate functions in the area of cultivating talents, doing scientific studies and serving for the society.Nowadays administrative staff of private universities encounters bottlenecks, particularly when it comes to overcoming high turnover of staff, retaining top performers, keeping attraction and maintaining the team stability. On the one hand, from the perspective of external factors, private university related national policies and establishments has not been fully and widely implemented, and the private universities are not highly recognized at a low satisfaction rate on the society. On the other hand, the imperfect construction of the performance appraisal system of Administrative Staff is due to the negative management concept of concentrating on organization targets and achievements other than administration management, and the strategy development of private universities is still in an exploring stage, and the management system remains to be perfected.Taken Together, administrative staff plays an important role and faced up with obstacles, it’s imperative for us to build a scientific and perfect performance appraisal system so as to upgrade the appraisal functions on administrative staff.with the aim to put the theory into practice, this dissertation will focus on this topic of performance appraisal and choose to do the research on the performance appraisal practice of university L, which is an outstanding and typical sample in the non-governmental higher education area of Guangdong province.To do the research on the performance appraisal practice on the administrative staff will be on the basis of accumulating lots of performance appraisal related theories,includes performance achievement imitates a target, performance indicator system, performance appraisal, performance management, the connection between performance appraisal and performance management,to begin with the study on the performance appraisal related management system,then to make great efforts to concentrate the questionnaire on the performance appraisal practice on the administrative staff of university L.There are many different questions were designed during carrying on the questionnaire overall the 10 Administration service departments,include teaching and scientific research department, students affairs management departments and the educational administration management of difference associate colleges,80 pieces of questionnaire has been distributed to 40 grass-roots staff and 40 middle-level management respectively, and all the questionnaire are useful and well collected. The outstanding weaknesses and shortcomings came out after doing the comprehensive analysis on the questionnaire data and feedback,which are displayed in 7 aspects. Firstly, performance appraisal system lacks public acquaintance and optimization. Secondly, performance appraisal is immersed in formalism.Thirdly,processappraisal is badly needed.Fourthly, not all the appraisers are highly qualified. The sixth,low expectations and reliability of performance appraisal.The seventh, performance appraisal feedback is not made known to the public.The seventh, appraisal return is lacking in incentives. The last but not the least,appeal mechanism is deficient.At last, the dissertation is to come up with the solution to all the problems with the guidelines and directions of the appraisal related theories, These solutions are specifically elaborated one by one from the several perspectives as follows:adhere to the concept for building an exclusive administrative staff team,upgrading performance indicator system and using the appraisal method flexiblely, expanding sources for university funding and adding appraisal grade, seeting up filing mechanism for process appraisal, set different time interval and frequency of performance appraisal for the staff of different levels,strengthening the training on the examiners, adding supervision organization, developing appraisal returns.all the proposals will offer the other private universities valuable references.