Research On Performance Appraisal System Design Of Teaching Staff Of Z Education And Training Institution Based On KPI

As a part of employees' career development,performance appraisal plays an important role in promoting the communication between employees and the organization,strengthening employees' trust in the organization and determining training needs by recording and evaluating employees' work performance.It is an indispensable means to realize the effective operation of the organization.However,the existing performance appraisal research is more focused on the study of theories and methods.In the practical application process,the evaluation of assessment accuracy and the rationality of system construction are still to be improved.Therefore,it is urgent to systematize and empirically test performance appraisal with actual cases and factual data,so as to give full play to the promotion effect of performance appraisal on employees and the organization.Therefore,this paper takes the teaching staff of Z education training institution as the research object,discusses the deficiencies of performance appraisal in practical application and proposes specific improvement methods.Firstly,through literature review,this paper summarized the research status of performance appraisal at home and abroad,and pointed out the shortcomings of existing research.On this basis,this study introduced the general situation of Z company and the current situation of performance appraisal of teaching staff.Using the methods of interviews and questionnaires,we analyzed the performance appraisal's problems,such as unreasonable indicators,no performance interview and feedback.As a result,the performance appraisal of the teaching staff in Z company has not achieved the goal of motivating the teaching staff,and even caused the turnover rate of teaching staff to increase year by year.In order to achieve accurate and effective performance appraisal,based on KPI and balanced scorecard,this study determined 11 key performance indicators from a perspective of finance,customer,internal operation as well as learning and growth,such as financial aspects of income,customers of exams,internal operations of students teaching system and the sustainable development of learning and growth,etc.Furthermore,the specific scores of 11 key indicators are determined by combining Delphi method,analytic hierarchy process and subjective experience method.In addition,according to the teaching characteristics of training institutions,the paper also determined the performance appraisal cycle,performance appraisal feedback and appeal system.In order to strengthen the performance appraisal system of scientific nature and operational ability,this study proposed to strengthen the construction of enterprise culture,strengthen the performance appraisal system of the execution,and clear performance evaluation.Finally,we put forward the implementation of performance appraisal value distribution data of safeguard measures,includingchanging the concepts,ensuring the efficient and effective implementation of performance management,strengthening internal propaganda and training,and creating a good atmosphere,to develop a complete set of Z company teaching staff performance appraisal system.Education training institutions are still emerging industries in China.The management of education training industry is still in the exploratory stage and lacks mature theoretical guidance.This study takes Z company,a typical representative of education and training institutions,as a case,and uses KPI and balanced scorecard in performance assessment and other mature tools,making several important theoretic and practical contributions.In theory,it enriches the research content of the performance appraisal design of education training institutions' teaching staff,provides research reference for the application of KPI in the performance appraisal research field of education training institutions,and improves the theoretical basis of the performance appraisal field of education training industry's teaching staff.In practice,the research results of this paper fully arouse the enthusiasm of the teaching staff,promoting their career success,are conducive to the effective development of Z company human resource management,and provide the reference for other similar enterprises in the industry as well,thus to realize the rapid development of the industry.