Research On Performance Evaluation Optimization Of Managers In Pilot Education Training Center

With the rapid development of economy,the pressure of competition in education and training industry is increasing.To win a place in the fierce market competition,the key is to optimize and improve the internal management system.At present,many small and medium-sized education and training institutions are in the stage of development,there are a lot of problems in the management of institutions,and the shortcomings in human resources are mainly reflected in the imperfect and imperfect performance appraisal mechanism.This paper takes Hengyang Pilot Education Training Center as the research object,and through the questionnaire survey of its managers,finds that the main problems in its performance appraisal system are: unclear understanding of the purpose of performance appraisal,problems in the design of evaluation scheme,unfair results of performance appraisal,unscientific application and lack of necessary communication and feedback mechanism.Through exploring the essence of the problem,we find that there are four main reasons leading to the above problems in the performance appraisal of the managers of the Pilot Education Training Center: the disconnection between the performance appraisal and the development strategy of the organization,the lack of a profound understanding and understanding of the role of performance appraisal,the lack of attention to performance communication and feedback,and the incomplete understanding of performance appraisal.Based on the 360-degree performance appraisal method,this paper redesigns the performance appraisal index of managers in Hengyang Pilot Education Training Center by combining quantitative and qualitative methods,taking the key indicator method as the core,and starting from the four dimensions of work performance,ability,attitude,learning and growth.The weight of indicators is scientifically allocated by using analytic hierarchy process,which finally solves the above problems and forms a more objective and comprehensive performance appraisal system.The performance appraisal scheme of managers in this organization is redesigned,and the performance appraisal process is redesigned.Finally,from seven aspects,such as the strong support of senior leaders,the high recognition of managers,and the establishment of a special human resources department,the paper puts forward the guarantee measures for the performance appraisal of the training center.