公用事业单位员工绩效考核体系优化研究行政管理专业论文.docxVIP

Abstract As the core activities of modern human resource management of the public sector, in China, it is of great importance to appraisal staffs’ performance of institution under the background of system reform. It can promote the implementation of the performance pay system and the perfection of the income distribution system effectively. Eventually, it can improve customer satisfaction and the overall image by motivating the staff and bringing up excellent person, improving organizational performance and public service quality. Public utility institutions mainly include education, health and municipal sector, their responsibility is to offering public utility service to the public. The performance is an important factor to affect the organization’s duty. However, person’s competition spirit has weakened because of the traditional public utility service monopolization mode. That makes them lack motivation to advance service. And firing up job enthusiasm is needed urgently. Now, the theory and practice about staff performance appraisal is still at the exploratory stage, these problems leads to the imperfect of performance assessment system and affect the development of the work. In terms of external environment, the improvement of people’s material and cultural life boost the awakening of civil consciousness and the increasing demands of the public. Therefore, it is necessary to ameliorate the performance system to improve performance, develop institutions and deal with the people’s requirement. The paper analyses all kinds of problems and reasons in detail against the background of the institution reform and raises some suggestions. The article can be divided into three parts. Part1 introduces basic theory of performance assessment and elaborates its connotation, value, construction and function. According to the reality of the evaluation in our country, Part 2 point out that there’re loads of problem in the system, such as blurred aim, single subject, HYPERLINK