An Empirical Study Of Performance Appraisal System For The Middle Management In SZ Group

The main role for human resource management is to make a good use of the "person", the critical resources to an organization. As a company in the rising industry, SZ Group is in its fast growing period. One of the most serious problems SZ facing now is how to get competent edge from its people, and then ensure the long-term development in the future. The middle management is the main power of the company, and SZ is in need for them to satisfy the requirements of the high-speed growing and the continuing expanding of business fields. They need a series of performance appraisal (PA) plan, which is scientific and systematic as while as in consistent with the corporation strategy and cultural, to rate and to judge those managers and to further develop them.The middle management in SZ includes the general managers of sub-companies and the managers of every department in headquarter. After analysis of the original PA system, the thesis provides a revising suggestion. The revised PA system consists of two parts: the seasonal appraising and the annual appraising. The task-performance and contextual-performance is put into consider in seasonal appraising. For general managers, the task-performance is divided into tow parts, the technical-management-task-performance and leadership-task performance. The 360-degree feedback is use as the basic philosophy in annual appraising, with the competency theory as the support,and the behavioral observation scale (BOS), paired comparison method, key affair analysis method is used as the tool. When the average seasonal task-performance and the competency appraising result combined together, we get the final appraising information.The revised PA system is used mainly for development purpose, so the following training, coaching and incentive is necessary. Through the PA system, the information of employee's real working outcome is got, and for further performance improvement, strength will be input in purpose. Then, with all of these process finished, our terminal aim, to improve the organizational performance, is achieved.