Research On Performance Management Of Financial Department Personnel In University A In Sichuan Province

As early as around 2000,the government introduced a series of regulations and instructions on personnel management and evaluation in public institutions;subsequently,a number of related policies had been issued and all public institutions were encouraged to think actively,to strive to innovate,to reform the traditional fixed assessment modes,to establish a new management system,and to keep up with the trends of development of times.As an important component of public institutions,universities undertake important tasks such as high-quality talents cultivation and intelligence contribution.Their development is inseparable from the efforts of their faculty and staff.However,due to staffing quota,administrative staff members are generally employed as off-staff members who have few promotion channels and are hard to get promoted.The obvious unfairness greatly discourages administrative staff.In the environment absent of fairness,their work efficiency and mindset are seriously affected,which reduces the overall operation and is not conducive to the development of department.Besides,current assessment systems of university administrative staff are rigid,stiff and general which could not properly reflect the work differences among departments and staff’s actual work.The assessment results are difficult to provide conviction,guidance,motivation and are difficult to arouse staff enthusiasm as the assessment itself aims only to accomplish tasks assigned.Among departments within university,the financial department,who bears the responsibility of overall revenue and expenditure and needs to improve fund efficiency on the premise of safety,puts forward higher requirements for the knowledge,skills and humanistic literacy on its staff.However,existing evaluation mode could not directly reflect the actual contributions of financial staff,and their needs are not properly valued,and the assessment results are far from fair and reasonable.This makes some financial staff members lack the motivation to endeavor and improve themselves,resulting in the reduced overall efficiency of financial department which is not conducive to the long-term sustainable development of the university.Therefore,the study into a new system of financial department staff performance management is in line with actual needs.Based on above background,the author conducted research on personnel performance management of financial department in University A.This paper firstly analyzes relevant concepts of performance management,expounds research at home and abroad,and summarizes worth-learning performance management theories and methods for administrative staff in universities.Secondly,basic situation of University A and its financial department is analyzed.Current documents in personnel performance management system of financial department in University A are investigated to collect relevant information.Through interviews with leaders and staff members and surveys in work difficulty and intensity of divisions,existing problems are gradually clarified,including: performance assessment target is not clear and content is not detailed enough;performance assessment indicators setting is not specific and quantitative assessments are insufficient;incentive mechanism is lacking in performance assessment;performance assessment feedback is missing and the results are not well utilized.Thirdly,the new personnel performance management framework for financial department in University A is explored from the theoretical perspective following principles and methods of performance management system construction.Then data analysis is conducted and research material is quantitatively processed.Through Key Performance Indicator(KPI),the scoring standards for accounting posts and management posts in financial department of University A are set respectively,and the weight ratio is set by Delphi method,so as to finally form a new performance assessment scheme that is in line with the actual situation of financial department of University A.Finally,a series of feasible suggestions are proposed for personnel performance management mode of financial department in University A,such as: adjusting department setting to optimize work efficiency;strengthening the construction of computerization to provide software support for performance assessment;reforming compensation structure to enhance staff’s sense of gaining;establishing a healthy job rotation system with the support of performance assessment;strengthening staff training and improving recruitment system;improving management capacities of department leaders to better coordinate related work arrangement.These suggestions are helpful for financial department of University A to effectively change the current situation of personnel performance management,so as to improve the enthusiasm of individual staff members and work efficiency of the department,and to further guarantee long-term sustainable development of the university.