Design And Implementation Of Performance Management System For Human Resource Managment

Our organs and units in performance management at the exploratory stage, although the relevant laws and regulations continue to improve, but the local government performance management system has not been formed. Performance management appraisal form a single, low quantization level, the lack of specific assessment of the content, the artificial summarize, analyze examination results unfair. Design and development of organs and units for performance management systems to improve both the accuracy and scientific performance appraisal, but also improve the efficiency of personnel management. Making organ of the leadership staff of dynamic management, comprehensive evaluation, to provide a more realistic and effective theoretical basis for decision-making.In this paper, the problem with the characteristics of in-depth analysis of performance management organs and units, one of the principal organs of the unit performance appraisal management automates the design, with the ability to achieve high-performance computing computer daily management of performance appraisal system. Second, the use of object-oriented software design methods of software system modeling, resulting in each module of the system to do functional analysis calls between modules, and further determine the system function interface. According to the characteristics of performance appraisal management system, all aspects of a study to explore the development of highly efficient and stable way to design such a system. Third, through the study of UML object-oriented technology in software development, then study its application in the development of performance management systems. By UML to model the system, the development cycle of the system, verify the validity of UML in the development of performance management systems. While reducing the use of the.NET framework, so that the cost of software development, system more robust. Design and implementation of the system by making the organs and units of performance appraisal management more scientific, intelligent, real and effective quantitative assessment results provide a reference for leadership decision-making, give full play to the role of performance appraisal incentive to improve the efficiency and quality of staff and establish a good image of the government.