| With further practicing of reform, the main form of human resource management in institutions has changed into appointment system. In order to ensure the practical effect of the appointment system, arouse the enthusiasm of institution employee, promote the development of social causes, improve the level of public service, performance appraisal becomes very important as a key step of human resource management. Liaoning province academy of analytic science is one of the public-welfare research institutions in Liaoning province, which had made prominent contributions to the development of country’s science&technology and the economic construction of Liaoning province in the past few years. However, with the development of market economy, the human resource management in this academy has fallen behind the mainstream more and more slowly, especially on performance appraisal. The academy has a series of performance appraisal measures, but the appraisal content is not entire, which can’t take its due effect.The article explains the background of the topic, significance, research ideas, main contents and main methods first. Then, the article describes the status of Liaoning province academy of analytic science and the performance appraisal. The article analyses the existed problems of performance appraisal status according to performance appraisal theory, and find out the cause of the problems. And then, the article designs the employee performance appraisal system of Liaoning province academy of analytic science. According to the guiding ideology, basic principles and objectives of performance appraisal system design, the article determines the performance appraisal method based on key performance indicators mainly and a variety of appraisal methods existed. In indicators design part, the article designs the level2indicators and weights for four positions employees respectively on the base of four level1indicators of moral, ability, attendance and performance, especially designs indicators for middle cadres, appraisal subjects and weights. The article detailed designs the part of request feedback and complaints, highlights the importance of the part, enhances the applicability of performance appraisal, so that the performance appraisal procedure becomes more standard, and performance appraisal achieves the real purpose. Finally, in the part of performance appraisal system implementing, the article brings forward several important sections of enhancing employees awareness, shaping the corporate culture based on ability and appraisal, designing implementation plan of performance appraisal system, paying attention to effective communication with employees, establishing and improving related measures, establishing dynamic adjusted mechanism, in order to insuring the effective implementation of performance appraisal system. |
