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事业单位的绩效考核是根据特定的标准,对员工的综合素质进行综合评价,具体的考核项目包括员工的职业道德、工作能力、工作态度、工作成绩与政治素质等多个内容,然后根据评估结果对员工进行管理,例如工资调整、职务调动或者教育培训等,绩效考核的科学性与合理性可以充分激发员工的积极性与主动性。但是由于我国事业单位的经费是由国家提供的,不涉及单位的直接经营效益,因此导致绩效考核趋于形式化。本文就针对事业单位绩效考核中存在的问题展开讨论,并提出具体的改进策略。
The performance evaluation of institutions is based on specific criteria for the comprehensive evaluation of the overall quality of employees, the specific assessment of the project includes the staff’s professional ethics, work ability, work attitude, job performance and political qualities and other content, and then based on the assessment results Staff management, such as salary adjustment, job transfer or education and training, scientific and reasonable performance appraisal can fully stimulate the enthusiasm and initiative of staff. However, since the funds provided by the institutions in our country are provided by the state, the direct operational benefits of the units are not involved, thus resulting in the performance appraisal becoming formalized. This article discusses the problems existing in the performance appraisal of the public institutions and puts forward the specific improvement strategies.