Research On The Optimization Of Employee Performance Appraisal System Of E-Blocks (Suzhou) Children’s English Training Institution

For the past few years,with the improvement of people’s living standard and consumption capacity,many service-oriented enterprises have occupied the highland of opportunities.Education and training institutions,as a representative with distinctive characteristics,have witnessed rapid development and expansion in the past decade.For purpose of relieving the burden on primary and secondary school students and standardize the running of educational institutions,The requirements of the policy to do not have after-school tutoring loses the opportunity of running a school running qualification education training institutions.which eliminated a number of education and training institutions that did not have the qualifications for running schools,and also brought a big blow to some education and training institutions dedicated to subject guidance.In this context,an education and training institution should put a new premium on how to shape up internal human resources management to ensure internal stability.How to formulate,implement and ensure the implementation of performance appraisal is one of the important factors for the greater value of employees’ labor and the stable development of education and training institutions.This paper selects E-blocks(Suzhou)education and training institution(hereinafter referred to as " E-blocks(Suzhou)")as the research object,and presents the survey results in the form of data and questionnaires through visits and questionnaires,so as to understand the current human resources situation of E-blocks(Suzhou).Through establishing the performance appraisal system based on balanced scorecard,starting from four dimensions of finance,customer,internal process and innovation and learning,and using Japanese management master Kaoru Ishikawa’s "Fishbone diagram" to sort out the performance appraisal indicators of teachers,educational affairs,administration and administrative director,which cover the widest range of employees.Weight factor judgment method was used to assign weight to indicators from strategic relevance,urgency,value and other considerations,formulate a reasonable performance assessment cycle according to the characteristics of education and training institutions,and improve the design of performance feedback and appeal operation process.Through institutional construction to ensure communication management mechanism and information means to promote sustained and healthy development of E-blocks(Suzhou).