Public institutions constitute a vital component of China’s public service system,playing a significant functional role in the nation’s social development and construction.Human resource(HR)management is a vital com...Public institutions constitute a vital component of China’s public service system,playing a significant functional role in the nation’s social development and construction.Human resource(HR)management is a vital component of internal administration within these institutions.The integration of performance appraisal is crucial for enhancing the effectiveness of HR management and facilitating the smooth operation of all institutional functions.Based on this premise,this article first briefly outlines the value of applying performance appraisal in the HR management of public institutions.It then explores strategies for implementing performance appraisal within this context,aiming to provide insights for promoting the sustained and healthy development of public institutions.展开更多
Through the initial selection,screening and simplification,a set of performance appraisal system of logistic distribution suited to fresh agricultural products is established.In the process of establishing the apprais...Through the initial selection,screening and simplification,a set of performance appraisal system of logistic distribution suited to fresh agricultural products is established.In the process of establishing the appraisal indicator,the representative appraisal indicator of logistic distribution of fresh agricultural products is further obtained by delivering experts'survey and applying the ABC screening system.The distribution costs,transportation and service level belong to the first level indicator;packing fees,distribution processing fees,full-load ratio,haulage capacity,customer satisfaction and the strain capability of delivery personnel belong to second level indicator.At the same time,the weighing of each indicator is determined.The quantification is conducted on indicators.The qualitative indicators applies ten-point system and then coverts these indicators into percentage,that is the number between[0,1];as for the quantitative indicators,they are concluded to the interval[0,1]according to the actual value range of the indicators and by applying the grade of membership in the vague mathematics.Through the analyses of the advantages and disadvantages of the frequently used performance evaluation method and its applicable conditions,the comprehensive evaluation of logistic distribution of agricultural products obtained by using the method of fuzzy comprehensive appraisal.The results show that,in terms of reducing distribution costs,the packaging and distribution processing technology of fresh agricultural products should be improved,so as to reduce distribution costs.In the process of introducing the application of advanced technology,the high automatic logistic equipments should be introduced.展开更多
We take the papers,on performance appraisal of land consolidation(including land consolidation benefits,etc.)published in the core journals in the Chinese Journal Full-text Database,as the study samples;conduct analys...We take the papers,on performance appraisal of land consolidation(including land consolidation benefits,etc.)published in the core journals in the Chinese Journal Full-text Database,as the study samples;conduct analysis in terms of the number of papers,the paper source journals,the impact of papers,research methods,research topics,and foundation project for research,through literature search and statistical analysis.The results show that the related scholars pay more and more attention to the study on the performance appraisal of land consolidation,and the number of papers increases overall;the core journals on agriculture,land,environment,economy and other areas,put increasing emphasis on the publishing of papers concerning the performance appraisal of land consolidation;in terms of citation frequency of papers,the impact of papers is wide,but the depth is not enough;the research methods are increasingly diversifying,and the research topics are concentrated;the foundation support is yet to be strengthened for research.展开更多
Improved staff performance appraisal within ShanghaiContainer Terminals Limited(SCT), a joint venture be-tween Shanghai and Hong Kong, is studied in this pa-per. It is described how SCT has been applying perfor-mance ...Improved staff performance appraisal within ShanghaiContainer Terminals Limited(SCT), a joint venture be-tween Shanghai and Hong Kong, is studied in this pa-per. It is described how SCT has been applying perfor-mance appraisal techniques and measures that make ac-tual connections between appraisal and rewards on thebasis of its situation. Further, effects of the developmentof appraisal methods in joint ventures in China is ex-plored. In addition, it is proposed that national cultureis one of the important factors influencing effectiveness ofperformance展开更多
The aim of this paper is to review previous works on the performance appraisal of Nigerian government-owned refineries. The review has been done in a general sense, covering appraisal works by engineers, scientists, m...The aim of this paper is to review previous works on the performance appraisal of Nigerian government-owned refineries. The review has been done in a general sense, covering appraisal works by engineers, scientists, management experts, economists, sociologists and even historians. The outcome indicates that while there seems to be several works directly and/or indirectly assessing the performance of the refineries in a general sense, there is a dearth of such in the specific area of energy consumption. There also appears to be no single one appraising energy utilisation of all the refineries at the same time in the open literature. This is in spite of the fact that refining processes are energy intensive. Despite popularisation of exergy analysis as a veritable tool, the only energy utilisation appraisal within our reach which was carried out on just one of the refineries has not been done exergetically. However, the work still reveals, within the limitations of 1st Law energy analysis that the energy consumption patterns are below international benchmarks in the oil and gas industry. Some suggestions have also been offered to take care of the energy efficiency challenges in these refineries. These include plant to plant analyses of energy utilisation patterns in the four refineries, periodical determination of GHG emission levels in the refineries using current international best practices as benchmarks, use of exergy analysis to check avoidable energy wastage in the refining processes, shifting refinery fuelling pattern in favour of low carbon content fuels like natural gas and ensuring regular turnaround maintenance of the system.展开更多
Teachers are key participants in universities,and the performance appraisal of teacher is an important part of college work.By analyzing the data of behavior generated by different departments in university,analytic h...Teachers are key participants in universities,and the performance appraisal of teacher is an important part of college work.By analyzing the data of behavior generated by different departments in university,analytic hierarchy process(AHP) is used to establish the preliminary library of performance indicators for teachers,and the correlation among all the performance indicators is inspected by using data mining method at this time.On this basis,a more objective,comprehensive and scientific performance appraisal system is constructed through principal components analysis(PCA),which is more suitable for university itself.Finally,in order to solve the problems existed in current performance appraisal system,a dynamic evaluation model is put forward by regulating the weight of indicator according to the historical data,highlighting the continuity of the system.展开更多
This paper proposes an improved performance appraisal system (PAS) that is based on the philosophy of total quality management(TQM). It focuses on understanding the customer′s (both management and employees) requirem...This paper proposes an improved performance appraisal system (PAS) that is based on the philosophy of total quality management(TQM). It focuses on understanding the customer′s (both management and employees) requirements for the PAS in order to prioritize and simplify the basic elements of the appraisal system and implementation process. The improved process is defined by performance planning, counseling and evaluation with assessments for individual, team and management contributions. In addition, reducing the rating scale to three categories should facilitate a very positive evaluation process for most employees and still allow a constructive focus on those individuals that must be improved. Finally, if people come first in the TQM organization, then the personnel systems must reflect this philosophy.展开更多
The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almo...The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almost every industry, employeeperformance appraisal is done manually which may lead to favoritisms. This paperproposes a framework to perform automatic employee performance appraisal based ondata sensed from IoT. The framework classifies raw IoT data into three activities (Positive,Negative, Neutral), co-locates employee and activity in order to calculate employeeimplication and then performs cognitive decision making using fuzzy logic. From theexperiments carried out it is observed that automatic system has improved performance ofemployees. Also, the impact of the proposed system leads to motivation among employees.The simulation results show how fuzzy approach can be exploited to reward or penalizeemployees based on their performance.展开更多
The 21 st century is an era of knowledge-based economy. With more high-quality talents, the technical schools can achieve sustainable development, making contributions due to the field of vocational education. Under t...The 21 st century is an era of knowledge-based economy. With more high-quality talents, the technical schools can achieve sustainable development, making contributions due to the field of vocational education. Under this background, how to develop and manage human resources has become an important topic in the management of technical schools in our country. Management believes that there are many ways to develop and manage human resources, and the key problem is to find specific ways to solve problems. It is a feasible strategy to stimulate the enthusiasm of human resources through performance appraisal.展开更多
Logistic support personnel＇s work is critical for supporting and guaranteeing treatment, education, research and prevention in a hospital, where the performance appraisal for such personnel plays a quite ~important r...Logistic support personnel＇s work is critical for supporting and guaranteeing treatment, education, research and prevention in a hospital, where the performance appraisal for such personnel plays a quite ~important role in the entire performance appraisal system. As a part of the appraisal system for logistic staff of a hospital, the performance appraisal for logistic support personnel is essential for improving the overall logistic services of the hospital. In this paper, it is analyzed to increase a hospital＇s awareness of its importance.展开更多
Performance appraisal is a very important work in the field of human resource management in public institutions. Under the background of the reform of public institutions, how to optimize the performance appraisal sys...Performance appraisal is a very important work in the field of human resource management in public institutions. Under the background of the reform of public institutions, how to optimize the performance appraisal system with the times has become a topic of wide concern. At present, the effect of performance appraisal in many units is not ideal. With the deepening and advancing of unit reform, the original evaluation system has become more and more unsuitable for the development of scientific research institutions. This paper makes a preliminary analysis of the main problems existing in the performance evaluation of scientific research institutions, and briefly expounds the optimization of the assessment form, the establishment of a more scientific evaluation system, and the improvement of the evaluation and incentive mechanism. Some suggestions are put forward for further promoting the reform of scientific research institutions.展开更多
With the increasingly fierce competition in the talent market, the pressure on human resources management in public institutions is gradually expanding. In order to further ensure the effectiveness of human resources ...With the increasingly fierce competition in the talent market, the pressure on human resources management in public institutions is gradually expanding. In order to further ensure the effectiveness of human resources management, the actual role of performance appraisal should be given full play. However, at the same time, performance appraisal should be recognized as an important means of human resources management, and some existing problems should be found out in a timely manner to find optimization strategies. Through the performance appraisal to stimulate the creativity and enthusiasm of the staff and workers of public institutions, and to improve their working ability and accomplishment in the competition, based on this, this paper discusses the problems and positive influence in the human resources management of public institutions combined with the relevant contents of the performance appraisal.展开更多
Objective To improve the creativity and enthusiasm of R&D personnel in R Company.Methods The status quo of the performance assessment of R&D personnel in R Company was studied through questionnaire and intervi...Objective To improve the creativity and enthusiasm of R&D personnel in R Company.Methods The status quo of the performance assessment of R&D personnel in R Company was studied through questionnaire and interview survey.Factor analysis and multiple linear regression method were used to find out the core factors affecting the expectation of employee performance optimization,and the regression equation of employee performance optimization was established.Results and Conclusion R&D personnel in R Company have low satisfaction with the current performance appraisal and strong self-actualization needs,so they expect to optimize the performance appraisal.The objectives and key results(OKR),a management goal-setting system,can make up the deficiencies of R&D personnel’s current performance assessment in R Company,which meets their self-realization needs to a greater extent,thus stimulating their productivity.展开更多
The purpose of implementing performance management is to improve organizational performance and individual performance, so as to ensure the realization of the company's strategic objectives. The company has carrie...The purpose of implementing performance management is to improve organizational performance and individual performance, so as to ensure the realization of the company's strategic objectives. The company has carried out the performance appraisal of management cadres for many years, accumulated rich experience and achieved great results. However, there are still some problems in the feedback and application of the appraisal results, such as untimely and non-specific feedback and inadequate application of the appraisal results. This paper mainly analyzes and studies the feedback, application and supporting measures of the appraisal results.展开更多
With the rapid development of China's market economy, enterprises must improve their management level and enhance their market competitiveness if they want to remain invincible in the fierce market competition. Co...With the rapid development of China's market economy, enterprises must improve their management level and enhance their market competitiveness if they want to remain invincible in the fierce market competition. Comprehensive budget management covers the whole process of the business activities of the enterprise and provides a scientific and efficient management method for the development of the enterprise. It just meets the needs of comprehensive and refined management of modern enterprises and is therefore widely used by modern enterprises.展开更多
Objective: to establish a performance appraisal scheme for head nurses in stomatological hospitals, and to explore the impact of the implementation of the scheme on the nursing management effect of the whole hospital....Objective: to establish a performance appraisal scheme for head nurses in stomatological hospitals, and to explore the impact of the implementation of the scheme on the nursing management effect of the whole hospital. Methods: according to the actual situation of our hospital, the performance evaluation scheme was formulated from four aspects: team professional ability, department comprehensive management, post responsibility risk and team evaluation. The key indicators were given different weights, and the corresponding evaluation standards were formulated. The nursing department carried out the evaluation score every month as the basis for bonus distribution, emphasizing the preferential distribution to high-risk and high-intensity posts. Summarize the assessment results and compare the professional level, nursing quality and head nurse satisfaction of nurses in the whole hospital before and after the implementation of the scheme. Results: after the implementation of head nurse performance appraisal, the three indexes were significantly improved (P < 0.05). Conclusion: the implementation of the performance appraisal scheme for head nurses has greatly improved the work enthusiasm and initiative of head nurses, promoted the continuous improvement of nursing quality in the whole hospital, guaranteed nursing quality and safety, and significantly improved the satisfaction of department personnel with head nurses.展开更多
With the continuous development of medical care, hospitals are also facing new challenges in human resources management. Performance appraisal plays an important role in improving the quality of medical staff, enhanci...With the continuous development of medical care, hospitals are also facing new challenges in human resources management. Performance appraisal plays an important role in improving the quality of medical staff, enhancing the overall competitiveness of hospitals and improving the level of medical services. Medical technology is also continuously improving, and the traditional single and obsolete performance appraisal method can no longer meet the current hospital management and service level. In addition, the imperfect performance appraisal mechanism and the lack of professional talents have led to unreasonable phenomena in medical human resources management, especially in performance appraisal. In order to better promote the sustained, stable, healthy and sustainable development of China's pharmaceutical industry. Firstly, this paper expounds the current situation of human resources management in hospitals. Secondly, it analyzes the existing problems and puts forward the solutions. Finally, the article is summarized and prospected, hoping to provide theoretical support for hospital human resources management.展开更多
With the increasingly fierce market competition, the important role of human resources management is continuously highlighted. As the core competitiveness of enterprises, talents can ensure the healthy and long-term d...With the increasingly fierce market competition, the important role of human resources management is continuously highlighted. As the core competitiveness of enterprises, talents can ensure the healthy and long-term development of enterprises, and human resources management is an important means to ensure the full play of talents. In human resources management, performance appraisal, as an important basis for judging the development of enterprise members, provides a basis for enterprises to explore talents and create talents, and becomes an important way for enterprises to stimulate the work vitality of enterprise members. However, to ensure the full play of performance appraisal function, it is also necessary to reasonably formulate performance appraisal methods based on the development status of enterprises, to ensure the fairness and justice of performance appraisal, and thus to promote the healthy and orderly development of enterprises. Next, the article discusses the performance appraisal in human resources management.展开更多
文摘Public institutions constitute a vital component of China’s public service system,playing a significant functional role in the nation’s social development and construction.Human resource(HR)management is a vital component of internal administration within these institutions.The integration of performance appraisal is crucial for enhancing the effectiveness of HR management and facilitating the smooth operation of all institutional functions.Based on this premise,this article first briefly outlines the value of applying performance appraisal in the HR management of public institutions.It then explores strategies for implementing performance appraisal within this context,aiming to provide insights for promoting the sustained and healthy development of public institutions.
文摘Through the initial selection,screening and simplification,a set of performance appraisal system of logistic distribution suited to fresh agricultural products is established.In the process of establishing the appraisal indicator,the representative appraisal indicator of logistic distribution of fresh agricultural products is further obtained by delivering experts'survey and applying the ABC screening system.The distribution costs,transportation and service level belong to the first level indicator;packing fees,distribution processing fees,full-load ratio,haulage capacity,customer satisfaction and the strain capability of delivery personnel belong to second level indicator.At the same time,the weighing of each indicator is determined.The quantification is conducted on indicators.The qualitative indicators applies ten-point system and then coverts these indicators into percentage,that is the number between[0,1];as for the quantitative indicators,they are concluded to the interval[0,1]according to the actual value range of the indicators and by applying the grade of membership in the vague mathematics.Through the analyses of the advantages and disadvantages of the frequently used performance evaluation method and its applicable conditions,the comprehensive evaluation of logistic distribution of agricultural products obtained by using the method of fuzzy comprehensive appraisal.The results show that,in terms of reducing distribution costs,the packaging and distribution processing technology of fresh agricultural products should be improved,so as to reduce distribution costs.In the process of introducing the application of advanced technology,the high automatic logistic equipments should be introduced.
基金Natural Science Foundation of Education Department of Heilongjiang Province(12511471)
文摘We take the papers,on performance appraisal of land consolidation(including land consolidation benefits,etc.)published in the core journals in the Chinese Journal Full-text Database,as the study samples;conduct analysis in terms of the number of papers,the paper source journals,the impact of papers,research methods,research topics,and foundation project for research,through literature search and statistical analysis.The results show that the related scholars pay more and more attention to the study on the performance appraisal of land consolidation,and the number of papers increases overall;the core journals on agriculture,land,environment,economy and other areas,put increasing emphasis on the publishing of papers concerning the performance appraisal of land consolidation;in terms of citation frequency of papers,the impact of papers is wide,but the depth is not enough;the research methods are increasingly diversifying,and the research topics are concentrated;the foundation support is yet to be strengthened for research.
文摘Improved staff performance appraisal within ShanghaiContainer Terminals Limited(SCT), a joint venture be-tween Shanghai and Hong Kong, is studied in this pa-per. It is described how SCT has been applying perfor-mance appraisal techniques and measures that make ac-tual connections between appraisal and rewards on thebasis of its situation. Further, effects of the developmentof appraisal methods in joint ventures in China is ex-plored. In addition, it is proposed that national cultureis one of the important factors influencing effectiveness ofperformance
文摘The aim of this paper is to review previous works on the performance appraisal of Nigerian government-owned refineries. The review has been done in a general sense, covering appraisal works by engineers, scientists, management experts, economists, sociologists and even historians. The outcome indicates that while there seems to be several works directly and/or indirectly assessing the performance of the refineries in a general sense, there is a dearth of such in the specific area of energy consumption. There also appears to be no single one appraising energy utilisation of all the refineries at the same time in the open literature. This is in spite of the fact that refining processes are energy intensive. Despite popularisation of exergy analysis as a veritable tool, the only energy utilisation appraisal within our reach which was carried out on just one of the refineries has not been done exergetically. However, the work still reveals, within the limitations of 1st Law energy analysis that the energy consumption patterns are below international benchmarks in the oil and gas industry. Some suggestions have also been offered to take care of the energy efficiency challenges in these refineries. These include plant to plant analyses of energy utilisation patterns in the four refineries, periodical determination of GHG emission levels in the refineries using current international best practices as benchmarks, use of exergy analysis to check avoidable energy wastage in the refining processes, shifting refinery fuelling pattern in favour of low carbon content fuels like natural gas and ensuring regular turnaround maintenance of the system.
基金985 Construction Projects of Tongji,China(No.4218142801)
文摘Teachers are key participants in universities,and the performance appraisal of teacher is an important part of college work.By analyzing the data of behavior generated by different departments in university,analytic hierarchy process(AHP) is used to establish the preliminary library of performance indicators for teachers,and the correlation among all the performance indicators is inspected by using data mining method at this time.On this basis,a more objective,comprehensive and scientific performance appraisal system is constructed through principal components analysis(PCA),which is more suitable for university itself.Finally,in order to solve the problems existed in current performance appraisal system,a dynamic evaluation model is put forward by regulating the weight of indicator according to the historical data,highlighting the continuity of the system.
文摘This paper proposes an improved performance appraisal system (PAS) that is based on the philosophy of total quality management(TQM). It focuses on understanding the customer′s (both management and employees) requirements for the PAS in order to prioritize and simplify the basic elements of the appraisal system and implementation process. The improved process is defined by performance planning, counseling and evaluation with assessments for individual, team and management contributions. In addition, reducing the rating scale to three categories should facilitate a very positive evaluation process for most employees and still allow a constructive focus on those individuals that must be improved. Finally, if people come first in the TQM organization, then the personnel systems must reflect this philosophy.
文摘The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almost every industry, employeeperformance appraisal is done manually which may lead to favoritisms. This paperproposes a framework to perform automatic employee performance appraisal based ondata sensed from IoT. The framework classifies raw IoT data into three activities (Positive,Negative, Neutral), co-locates employee and activity in order to calculate employeeimplication and then performs cognitive decision making using fuzzy logic. From theexperiments carried out it is observed that automatic system has improved performance ofemployees. Also, the impact of the proposed system leads to motivation among employees.The simulation results show how fuzzy approach can be exploited to reward or penalizeemployees based on their performance.
文摘The 21 st century is an era of knowledge-based economy. With more high-quality talents, the technical schools can achieve sustainable development, making contributions due to the field of vocational education. Under this background, how to develop and manage human resources has become an important topic in the management of technical schools in our country. Management believes that there are many ways to develop and manage human resources, and the key problem is to find specific ways to solve problems. It is a feasible strategy to stimulate the enthusiasm of human resources through performance appraisal.
文摘Logistic support personnel＇s work is critical for supporting and guaranteeing treatment, education, research and prevention in a hospital, where the performance appraisal for such personnel plays a quite ~important role in the entire performance appraisal system. As a part of the appraisal system for logistic staff of a hospital, the performance appraisal for logistic support personnel is essential for improving the overall logistic services of the hospital. In this paper, it is analyzed to increase a hospital＇s awareness of its importance.
文摘Performance appraisal is a very important work in the field of human resource management in public institutions. Under the background of the reform of public institutions, how to optimize the performance appraisal system with the times has become a topic of wide concern. At present, the effect of performance appraisal in many units is not ideal. With the deepening and advancing of unit reform, the original evaluation system has become more and more unsuitable for the development of scientific research institutions. This paper makes a preliminary analysis of the main problems existing in the performance evaluation of scientific research institutions, and briefly expounds the optimization of the assessment form, the establishment of a more scientific evaluation system, and the improvement of the evaluation and incentive mechanism. Some suggestions are put forward for further promoting the reform of scientific research institutions.
文摘With the increasingly fierce competition in the talent market, the pressure on human resources management in public institutions is gradually expanding. In order to further ensure the effectiveness of human resources management, the actual role of performance appraisal should be given full play. However, at the same time, performance appraisal should be recognized as an important means of human resources management, and some existing problems should be found out in a timely manner to find optimization strategies. Through the performance appraisal to stimulate the creativity and enthusiasm of the staff and workers of public institutions, and to improve their working ability and accomplishment in the competition, based on this, this paper discusses the problems and positive influence in the human resources management of public institutions combined with the relevant contents of the performance appraisal.
文摘Objective To improve the creativity and enthusiasm of R&D personnel in R Company.Methods The status quo of the performance assessment of R&D personnel in R Company was studied through questionnaire and interview survey.Factor analysis and multiple linear regression method were used to find out the core factors affecting the expectation of employee performance optimization,and the regression equation of employee performance optimization was established.Results and Conclusion R&D personnel in R Company have low satisfaction with the current performance appraisal and strong self-actualization needs,so they expect to optimize the performance appraisal.The objectives and key results(OKR),a management goal-setting system,can make up the deficiencies of R&D personnel’s current performance assessment in R Company,which meets their self-realization needs to a greater extent,thus stimulating their productivity.
文摘The purpose of implementing performance management is to improve organizational performance and individual performance, so as to ensure the realization of the company's strategic objectives. The company has carried out the performance appraisal of management cadres for many years, accumulated rich experience and achieved great results. However, there are still some problems in the feedback and application of the appraisal results, such as untimely and non-specific feedback and inadequate application of the appraisal results. This paper mainly analyzes and studies the feedback, application and supporting measures of the appraisal results.
文摘With the rapid development of China's market economy, enterprises must improve their management level and enhance their market competitiveness if they want to remain invincible in the fierce market competition. Comprehensive budget management covers the whole process of the business activities of the enterprise and provides a scientific and efficient management method for the development of the enterprise. It just meets the needs of comprehensive and refined management of modern enterprises and is therefore widely used by modern enterprises.
文摘Objective: to establish a performance appraisal scheme for head nurses in stomatological hospitals, and to explore the impact of the implementation of the scheme on the nursing management effect of the whole hospital. Methods: according to the actual situation of our hospital, the performance evaluation scheme was formulated from four aspects: team professional ability, department comprehensive management, post responsibility risk and team evaluation. The key indicators were given different weights, and the corresponding evaluation standards were formulated. The nursing department carried out the evaluation score every month as the basis for bonus distribution, emphasizing the preferential distribution to high-risk and high-intensity posts. Summarize the assessment results and compare the professional level, nursing quality and head nurse satisfaction of nurses in the whole hospital before and after the implementation of the scheme. Results: after the implementation of head nurse performance appraisal, the three indexes were significantly improved (P < 0.05). Conclusion: the implementation of the performance appraisal scheme for head nurses has greatly improved the work enthusiasm and initiative of head nurses, promoted the continuous improvement of nursing quality in the whole hospital, guaranteed nursing quality and safety, and significantly improved the satisfaction of department personnel with head nurses.
文摘With the continuous development of medical care, hospitals are also facing new challenges in human resources management. Performance appraisal plays an important role in improving the quality of medical staff, enhancing the overall competitiveness of hospitals and improving the level of medical services. Medical technology is also continuously improving, and the traditional single and obsolete performance appraisal method can no longer meet the current hospital management and service level. In addition, the imperfect performance appraisal mechanism and the lack of professional talents have led to unreasonable phenomena in medical human resources management, especially in performance appraisal. In order to better promote the sustained, stable, healthy and sustainable development of China's pharmaceutical industry. Firstly, this paper expounds the current situation of human resources management in hospitals. Secondly, it analyzes the existing problems and puts forward the solutions. Finally, the article is summarized and prospected, hoping to provide theoretical support for hospital human resources management.
文摘With the increasingly fierce market competition, the important role of human resources management is continuously highlighted. As the core competitiveness of enterprises, talents can ensure the healthy and long-term development of enterprises, and human resources management is an important means to ensure the full play of talents. In human resources management, performance appraisal, as an important basis for judging the development of enterprise members, provides a basis for enterprises to explore talents and create talents, and becomes an important way for enterprises to stimulate the work vitality of enterprise members. However, to ensure the full play of performance appraisal function, it is also necessary to reasonably formulate performance appraisal methods based on the development status of enterprises, to ensure the fairness and justice of performance appraisal, and thus to promote the healthy and orderly development of enterprises. Next, the article discusses the performance appraisal in human resources management.
