Study On The Optimization Of Staff Performance Appraisal System Of Ningbo CDC

Personnel performance evaluation index system is an important reference factor in the process of human resources management,and is the basic condition for relevant assessment work.Since the reform of the institution of disease prevention and control,the development of personnel performance assessment system has not been developed so far.The main problem is how to build a scientific performance appraisal system.Looking at the development of disease prevention institutions in China,we can see that the development of personnel performance appraisal index system is not optimistic,and there are many difficulties in the implementation process.In the course of the study,the paper focuses on the related cases and historical experience,analyzes the problems and difficulties encountered in the process of development,and puts forward some suggestions and suggestions for these factors,which lays the foundation for further strengthening the system of disease prevention and control to improve the personnel performance assessment system.In the process of writing,the concept of performance and the contents of performance appraisal are emphatically analyzed.On this basis,the 360 degree performance assessment,the management by objective and the key performance index are evaluated to show their position,and the personnel performance assessment needs to choose the appropriate theoretical system according to the actual situation.In the study of the development process of personnel performance assessment in Ningbo centers for Disease Control and prevention,this paper collects data through questionnaires and other ways,focusing on their performance assessment methods and actual work situation,and studies and analyses the problems and shortcomings encountered in the implementation of performance assessment.It is pointed out that the internal management system is not comprehensive enough,the relevant procedures are rather cumbersome,and the overall process lacks rationality and scientificity.The research of this article is to make the corresponding improvement on the basis of the former personnel performance appraisal system,improve the performance appraisal system,and further adjust the management process of the performance appraisal principle,the assessment standard,the implementation plan and the evaluation result.It also improves the unit goals in the previous performance assessment system,and will be further transformed into a personal goal plan.On this basis,the scope of performance management is redefined,which lays a foundation for the implementation of the new performance appraisal system.