Research On The Optimization Of Performance Appraisal System For Managers In Hunan Tnstitute Of Traffic Engineering

Since the reform and opening up,more and more social capital has entered China’s colleges and universities.Private colleges and universities have developed rapidly and play an important role in promoting popular education.However,compared with developed countries,the level of private education in China is still relatively low.At present,the weak Faculty of private colleges and universities is an important factor hindering the better development of private colleges and universities.Managers are the first essential element in the daily teaching and management of private colleges and universities.Therefore,the stability and quality of the management team in Colleges and universities will inevitably have an impact on the development of private colleges and universities.For colleges and universities,teacher resources have become an important prerequisite to promote the realization of three strategic resources,namely talent training,social services and scientific research.If private colleges want to be strong,they need to strengthen the construction of management team.In this paper,Hengyang Hunan Institute of communications engineering as the research object,using the questionnaire survey method,first of all,the current performance appraisal situation of the college’s management staff is analyzed,and the problems and reasons are discussed;then,aiming at the problems in the current performance appraisal of Hunan Institute of Communications Engineering,using 360 degree performance appraisal,KPI appraisal tools,using the combination of quantitative and qualitative methods Based on the four dimensions of work performance,work ability,work attitude,learning and growth,the performance evaluation index system is constructed,and the weight of each index is determined by AHP.After that,the paper analyzes the implementation process of the optimized performance appraisal scheme from the aspects of the summary of performance appraisal,the determination of the main body,the feedback of the results and the construction of the appeal channel,and finally puts forward some safeguard measures,such as strengthening the responsibilities of the human resources department and strengthening the supervision of the appraisal work.