Research On The Redesign Of The Performance Appraisal System Of The Administrative Personnel Of Kunming Geological Survey

With geological exploration unit management system reform deepening,the geological exploration units as business class institution,has started using enterprise management mode,the modern enterprise management,market orientation has become the basic direction for geological exploration units to seek development.And due to the constraint of the system,and the limitation of management thinking,currently in our country,most of the geological exploration units are faced with the dilemma where no output indicators exist,where inspirations are low,and where the brain drain is serious,and thus the efficiency is insufficient,the competitiveness of the restricted the geological exploration units,as one of the bottleneck of the development is under-delivering.Performance appraisal has been an effective means to the value of human resources that geological prospecting has adopted while ago,but in the implementation of specific performance,especially for working more multifarious,tasks,and results are not obvious administrative personnel,according to their performance has become a mere formality,and thus their work enthusiasm is low,they are negatively slack,and lack of motivation.This papers choses geological exploration institute in Kun Ming for an sample,using literature research,questionnaire investigation,case analysis and other research methods to explore the unit administrative staff of the current performance evaluation system.We will find problems of performance appraisal,and make optimized improvement,designing the performance appraisal system for administrative personnel again.First of all,I have reviewed literatures of performance appraisal from home and abroad.On the basis of definingfor the core conceptsinvolved in papers,I analyze the the basic situation and the characteristics of administrative personnel in geological exploration institute and their jobs.Secondly,using the method of questionnaire survey,from the cognitive,execution,evaluation and improvement of the performance,explore the current administrative staff performance appraisal system in geological exploration instituteand filethe purpose for assessing performance appraisal system is single.The paper also points that performance indicators have been disconnected and performance appraisal implementation is complicated.There is a contradiction between the indicators and he examine cycle,and the distinction for assessment results to is not obvious.Thirdly,the paper designs the administrative staff performance appraisal system of the geological exploration institute.The paper respectively achieves the selection of evaluation index in new performance appraisal scheme,evaluation index of empowerment,the inspection cycle,product range and the detailed design of proportion.Finally,on the basis of expounding the new performance appraisal system implementation steps,the paper summarizes probelems in the performance of the system.For example,during the process of implementing leadership does not value it.Propaganda work does not reach the designated position.The enforcement is weak,Rewards and punishments are not in time.The paper puts forward safeguard measures for administrative personnel performance appraisal system implementation from the aspects of system security and organizational safeguard.With the administrative personnel in the Geological Exploration Institution in Kunming as the research objects,the paper follows a single institution's development in the institution-to-industry background,analyzes the problems that they are facing and comes up with the solutions and improving methods for the situation.The paper can be a practical guide on better conducting the performance appraisal and improving their enthusiasm.