Diagnosis Of Performance Evaluation System For Contract Employees In A Scientific Research Institution

As a national scientific research institution with the most complete equipment systems and the strongest research ability in the certain technical field in China,with the rapid increase in the amount of scientific research and test tasks undertaken,the situation of human resources which based on staff in the establishment has gradually been unable to meet the task demands.The research center continuously expands the number and quality of human resources through external recruitment and other means,and gradually forming the new normal of human resources with the coexistence of staff in the establishment and employees in the employment system,which also brings new demands for the management of contract employees.Focusing on some problems encountered in the operation of the current performance evaluation system of the Institution for contract employees,through literature study,discussion exchange,questionnaire survey and other research methods,this thesis comprehensively investigates the feelings and expectations of both employees and managers on the performance evaluation work of this Institute,and investigates the effect of the performance evaluation system.Then it finds some problems,such as insufficient communication in performance design process,insufficient feedback on performance results,the subjectivity of appraisal,a rigid appraisal cycle,single application of performance data,etc.And analyzes the reasons of these problems,then give some suggestions,such as establishing a performance evaluation system,improving the performance design method,designing the performance appraisal process,organizing more human resource knowledge training,implementing differentiated dynamic performance evaluation cycle,establishing performance feedback communication channels,comprehensive analysis of performance evaluation data.Then,this thesis proposes the principles for the design of the performance evaluation system such as fairness,fairness and openness in the whole process,classification and effectiveness,two-way communication and mutual promotion.And it designs performance reference indicators,sorts out the performance design process,puts forward a setting method of performance appraisal cycle that combined classification settings and dynamic settings,establishes a complete process of performance appraisal and performance feedback,and puts forward some methods of expanding the application of performance data.At last,three suggestions of strengthening human resource management team,establishing HR management system and applying information technology are put forward to ensure the efficiency of human resource management.