Research On The Optimization Of Employee Performance Management In The Secondary Branch Of Xi'an Eurasia University

In 2019,xi 'an Eurasia university launched a new ten-year strategy,and the concept of "value education" and ”Quality is everything” was regarded as the guiding ideology of the strategy.In 2020,in order to comprehensively improve the teaching quality,the university will focus on the five key tasks,which are "internationalization,application-oriented,curriculum system reconstruction and quality assurance,student development,organizational change and strategic human resources".Branch college is the implementation unit of teaching and student development,and the relevant teachers and administrators are the direct guarantee of curriculum quality and student development quality.It is of great significance to stimulate the potential of teachers and administrators and pushing them to do quality work.In recent years,performance management has been widely used to help achieve organizational goals and stimulate employees' potential.Therefore,it is necessary to optimize the existing employee performance management scheme and build a scientific performance management scheme that conforms to the strategic requirements.The current situation of performance management in Chinese universities has been investigated and studied in this paper,and the development goals and the current performance system of xi 'an Eurasia University and XG branch college have been thoroughly studied.The deviation between development goal and performance system is considered,and based on my latest theoretical knowledge of performance management the following three aspects of work were completed.Based on the characteristics of schools,teachers and students under the new situation,the existing problems in the current performance management scheme are analyzed in depth,they are: cognitive errors in performance appraisal;lack of cycle effectiveness in communication counseling;the irrationality of some factors,such as: evaluation method,weight,result distribution;teachers' performance tasks are unevenly distributed and evaluation standards are not uniform;insufficient performance incentive for administrative personnel.Secondly,the cause of the problem is analyzed and the corresponding optimization is carried out.They are: to correct the misunderstanding and construct the three-level propaganda training plan;set up a three-layer performance communication mechanism;based on the organizational structure characteristics of XG branch,the feedback of collaborative satisfaction between departments is increased;the performance results were disclosed in a limited range,and the evaluation method and weight setting were optimized;combined with the work content and staff development,a performance evaluation method based on the coexistence of OKR and KPI was proposed;put forward the idea of promoting the incentive of administrative personnel.Thirdly,some guarantee measures to ensure the effective implementation of the optimization scheme are given.This research will effectively stimulate employees' drive,improve personal performance,promote personal growth,and achieve the school and school goals.It can be used for reference to other secondary schools of Eurasia university and other private colleges and universities.