Institutions are special public service organizations in China. They are the main carriers of social management and public service function, and an important part of the government's economic and social management. With the increasingly deepening reform of the personnel, institutions began to give priority to personnel appointment system, and then from 2009 to 2009, starting from the compulsory education institutions to implement performance salary. The implementation of a series of reform calls for the establishment of scientific performance appraisal system. Effective performance appraisal can arouse the enthusiasm of staff, improve staff quality, and guarantee institutions goal. But due to weak institution human resources management concept and immature scientific management, most performance appraisal effectiveness is not good. Through investigation of the performance appraisal situation in the institutions of Tangshan this article summarizes the current situation of performance evaluation and the puts forward suggestions for the reform and development direction of institution performance evaluation.%事业单位是我国特殊的公共服务组织，是社会管理和公共服务职能的主要载体，是政府经济和社会管理的重要组成部分。随着其人事改革的日趋深入，事业单位开始以人事聘任制为主，紧接着从2009年到2010年，从义务教育开始的事业单位全面实行绩效工资，一系列改革的实施呼唤着科学的绩效考核体系的建立，有效的绩效考核能够调动职工积极性、提高职工素质、保证事业单位目标的实现。但由于事业单位人力资源管理理念淡薄、科学管理行为不成熟等原因，绩效考核大多效用不高。本文通过对唐山市事业单位绩效考核情况的调查，总结了唐山市事业单位绩效考核的现状，并对事业单位绩效考核的改革和发展方向提出了建议。
展开▼
