Research On Optimization Of Performance Appraisal System In N Institution

With the deepening of China's reform and opening up,the key role of performance appraisal has become increasingly prominent.Facts have proved that a good performance appraisal system can stimulate the enthusiasm of employees,improve working ability and self-confidence,help enterprises to solve many problems encountered in their growth,strengthen internal communication,performance appraisal in enterprises to be more widely used.However,from the current domestic point of view,the performance appraisal of institutions has just started,the understanding of performance appraisal is still only on the surface.In this paper,taking N institution as an example,combined with the actual needs of the optimization design of the performance appraisal system,the problems existing in the performance appraisal system of N institution is summarized and the reasons are analyzed through various research methods such as questionnaire survey,literature research and case analysis.The current performance system is optimized by using 360-degree assessment,KPI and other assessment methods.First of all,it introduces the background and significance of the research,analyzes the current situation of performance appraisal through studying domestic and foreign literature,and lays a theoretical foundation for the writing of the paper.Then,it introduces the basic situation of the N institution in detail,including the brief introduction of the institutions,the human resources situation and the current performance appraisal system,and describes the organizational procedures and forms,contents and standards,and the application of the results of the current appraisal.Secondly,through random interviews,questionnaires and other related methods,this paper sorted out some problems existing in the current performance appraisal system of N institution,such as inadequate understanding,nonstandard operation,unreasonable indicators,unclear incentives and unsmooth communication,and analyzed the reasons for these problems,mainly due to the influence of subjective factors of appraisers and external environmental factors,weak pertinence of appraisal indicators,failure to play a good role in performance appraisal,and lack of communication andfeedback channels.Thirdly,the performance appraisal system of N institution was optimized and redesigned.The design of the assessment process,the application of the assessment results,and the communication and feedback of the assessment were optimized and redesigned respectively for the selection of assessment methods,the determination of assessment indicators,the design of assessment processes,etc.Finally,from the three aspects of unit system,organization and culture,the paper puts forward the safeguard measures for the implementation of the specific performance appraisal system to ensure the smooth development of the optimized performance appraisal work.The characteristic of this paper is that the study of performance appraisal is not carried out from the macroscopic aspect,but the optimization and redesign of the appraisal system by selecting a single institution to make the results closer to reality and provide data support for the study of the performance appraisal system of institutions in the whole society.The research results of this paper can provide practical guidance for N institution to better carry out performance appraisal,and also hope to provide reference for similar institutions.