Research On Optimization Of Performance Evaluation System Of Top Management Team Of Company A

Against the backdrop of promoting the reform of classified public institutions in China,public institutions engaged in production and business activities have completed market-oriented transformation through overall restructuring into state-owned enterprises or the establishment of subordinate state-owned enterprises.This type of transformation enterprise has a considerable number and has become a new force driving the development of the national economy.Under the modern corporate governance model,the performance of top management team has a significant impact on the development of the enterprise.How to standardize and systematically optimize the executive performance evaluation system of such enterprises is the key to their business success and high-quality development.As a subsidiary state-owned enterprise established after the reform of a certain public institution,company A has the problem of affecting market competition and development strategy due to the incomplete performance evaluation system of the top management team.This paper takes the top management team of Company A as the research object,and based on literature research and questionnaire surveys,uses case analysis methods to analyze the current performance evaluation system,existing problems,and underlying reasons of Company A’s top management team from the perspectives of upper echelons theory,motivation theory,and transaction cost theory.A new performance evaluation dimension and indicator system have been established based on the balanced scorecard method;Determine the weights of each evaluation indicator through the analytic hierarchy process.Based on the above research work,the performance evaluation system of Company A’s top management team has been improved and optimized,and evaluation implementation methods and guarantee measures have been developed.There are two conclusions drawn from this study: firstly,the inertia of systems and ideological concepts has a negative impact on the establishment and effective operation of the performance evaluation system for the top management team after the transformation of production and operation public institutions into modern enterprises.Secondly,the comprehensive application of the balanced scorecard and analytic hierarchy process can effectively improve and optimize the performance evaluation system of enterprise executive teams.The main value of this study is twofold.Firstly,it enriches the theoretical perspective and methodological tools for the performance evaluation of state-owned enterprise executive teams.The second is to take Company A,which was transformed into a small state-owned enterprise under the market-oriented reform of a production and operation oriented public institution,as the specific research object.Through case analysis,the practical problems and solutions of the performance evaluation of its executive team are studied,providing reference for the performance evaluation of similar enterprise executive teams.