Research On Performance Management System Of Financial Staff In CX University

Considering that China's educational management,school-running system and mechanism are in a critical period of major reformation,we need to speed up on personnel and educational reformation,salary bonuses as well as welfare payments to adapt to the demand of a positive,standard and sustainable development for higher education so that the dual-promotion mechanism for work and income can be set up,work performance and salary bonuses can be well matched,and the ultimate goal of building up high-level universities can be reached.To achieve this goal,the management and efficient optimization of funds are of great importance which also spells a high requirement of comprehensive quality,work performance,problem-solving skills and service attitude on our financial personnel.However,the fact is that for a majority of universities,performance management is still finding its way as the performance management mechanism is inadequate,its goals are unclear,measures are imperfect,methods are unscientific,assessment of performance is unfair and the motivation system is unable to boost the performance of financial staff.Therefore,it is of great necessity to build up a performance mechanism that is scientific,complete and fair to arouse the enthusiasm of financial staff.Based on this,the author carries out a study on CX university financial staff performance management system.This paper analyzes the definition of performance management and performance management system first.After elaborating on the connotation,characteristics and how performance management works at home and abroad,the author tries to point out the defects and deficiencies in the specific operation of CK university's financial staff through a detailed analysis of the CX university financial staff's work characteristics,the current performance management mode and evaluation method as well as interviews to the leaders and staff based on CK's basic background,the status of performance management and the assessment measures of the financial staff's performance.In this paper,the author not only sets up the conception framework of university financial staff's performance management system,but also puts forward the principle for the building up of performance management,defines the contents to be included,and emphasizes that during the planning of performance management,department goals,personal goals and performance plans should be set up one by one according to the strategic goals of the whole university.If the goals are approved by the department head,sufficient communication with the financial staff is carried out and all sides approve of the plan,performance management contract should be signed and submitted to the department of personnel.After the approval by the department of personnel,the performance plan should be carried out in accordance with the cycle for position appointment.In the process of its implementation,the administrative staff should carry out their duty of supervision and find out the corresponding problems and causes so that timely guidance can be rendered.It is of vital importance to revise the plan in different circumstances and keep on communication to collect relevant information.At the performance evaluation stage,key performance indicators(KPI)is chosen to assess the performance of financial staff while questionnaires are adopted to sift assessment indicator with AHP setting up the indicator weight.Based on that,11 sheets covering the computational formula and the scale of marks for assessment have been designed to make it easy and clear to go through the procedure.In performance feedback phase,if the managers and staff agree with the assessment result,employees will be encouraged to carry forward their achievements and deal with their deficiencies so that improvement can be made for the plan and the next round of goals can be fully achieved.The new CX university finance staff performance management system covers the whole process of the implementation of performance management of the financial staff.With this system,the confused conception that the annual appraisal of the staff is performance management would be clarified and the single appraisal method would be replaced by a standard one.Using the key performance indicators(KPI)as an inspection method would highlight those highly representative core targets for assessment,thus making the evaluation clear,rational and fair so that the unclear targeted annual appraisal evaluation mode can be abandoned.Every criteria of the performance assessment indicators is operable and can avoid unfairness caused by private emotion,rec-ency effect or rotation.Feedback and communication are in every link and step of the implementation of the plan which can rule out the performance information blind area between higher and lower positions in the past.One of the innovation point is that the CX university financial staff's performance plan is carried out by the triple sides of personnel department,the financial department head and the staff which gives full expression to a mutual respected,perfect process of multi way communication.Since the organizational goal is closely connected with the department goals and personal goals,the staff's commitment to the goals and the supervision by the department can be improved immensely.The other innovation point is embodied by the adoption of key performance indicators(KPI)as the assessment method with questionnaires sifting out evaluation indicators through Delphi method and analytic hierarchy process(AHP)setting up the index weight with which the evaluation standard and evaluation sheets are designed for both the executives and ordinary financial staff.What's more,examples of evaluation are also illustrated in detail.