The Research On Selection Of Middle-level Managers Base On The Performance Inspection System

Now, after completion of system reform, most of state-owned enterprises have been changed into the state holding enterprises. However, due to non-standard and incomplete implementation of the reform, many issues remain unsolved. Especially, concerning the examination, selection and appointment of the middle-level leaders, a series of issues stick out in such aspects as failure in breaking through the existing institutional restriction, imperfect examination system and non-standard system of selection and appointment, etc. Based on study and improvement of the performance examination system, focusing on the above issues, this thesis forwards a new train of thought and methodology for selection and appointment of the middle-level leaders. The main purpose of this thesis is to combine the performance examination and theoretic knowledge on leaders'selection with the author's own working practice in order to make some useful inspirations and to provide guidance and helps to management of middle-level leaders for Changchun Railway Vehicles Co., Ltd.Chapter I acts as an Introduction, which is divided into four sections, expounding the study background, purpose, significance, methodology, main content, thinking train and basic framework of this thesis. Chapter I reveals the study values as well as practical and theoretic guiding significance of this thesis, showing that this thesis is not written without foundation, instead, it starts from solving practical issues, and provides guidance and inspiration to better solution for the practical issues.Intense competition and fierce challengers on society today are actually the competition and challenges over knowledge, intelligence and talents. It has drawn great attention from all the employers on how to find and utilize talents correctly and reliably. Traditional personnel examination and selection methods and means normally refer to recommendation, personal summarization, and leaders'observation and appraisal, etc., and such judgment made by individual persons according to their own experience will certainly influenced by appraiser's own idea, and therefore, it often presents poor reliability, and the talent's potential of development is neglected. Its one-sided, stiff and distorted bias can hardly meet the requirements of employers for talents under new situations. Therefore, the enterprise must establish a scientific and rational modern talent evaluation methodology, and must change "selecting persons from minority by minority"into"selecting persons from majority by majority", and only in such a way, the quality of talents can be evaluated objectively, completely and systematically, and also, the talents can be selected scientifically and effectively, especially for the high and middle-level managerial talents, their efficiency and energy can be fully exerted and developed so that the right person can get the right position, the right position can get the right person, everyone can do his best, and everyone can play his role. Thus it can meet the high requirements of modern society for talents and accelerate the bushiness success and economic development. Chapter II of this thesis summarizes and analyzes the methods for selection and appointment of leaders in combination with the practice of domestic enterprises and main existing issues thereof. This Chapter is divided into five sections. Also, it describes the generation and development history of the selection and appointment system to the readers, from the ancient civil service examination system to the public selection system today via the appointment system and examination and appointment system. Further, it also analyzes three technical analysis methods normally used for public selection: Evaluation center technology, structured interview and 360 degree feedback evaluation. Finally, it describes the present situation and implementation conditions of public selection system employed for the enterprises abroad, which provides a corresponding comparison with the domestic enterprises.Chapter III is a theoretic study, which is divided into four sections, focusing on theoretic framework and knowledge system of the performance examination. Performance examination is an important method and management means for a modern enterprise to evaluate the function of its own staff and employees. As one of the core links for management of the modern enterprise, its important influence on organizational performance has already drawn wide attention among enterprises. As one of important contents during human resources management activities, the performance examination plays a special role in maximized mobilization of the enthusiasm of staff; it provides an opportunity of performance communication for all kinds of persons in the enterprise; it is the basis for promotion and training of the staff; the performance examination is also an opportunity of improvement for the examiners; and the performance examination can reveal insufficiencies and shortcomings to be improved in the future. Therefore, performance examination is one of focal working point for the human resources management, and it is an important way for the enterprise to make full use of resources, foster the core competitive power, and obtain the advantages in competition, and it plays a remarkable role in supporting sustainable development of the enterprise. However, most of the enterprises shows some restrictive and one-sided understanding of the performance examination and the theoretic system of the performance management, and in practice, a great number of leaders are found not to pay sufficient attention to such concerns, the neglect the strategic significance of performance examination so that the performance examination becomes only a form, and the evaluation function of the performance examination is not exerted in the real sense. Through description of this Chapter, the author hopes the readers may have a thorough and complete understanding of the theoretic system of performance examination, and the leaders concerned may pay much more attention to the performance examination activities.The last chapter of this thesis is an application study, which is divided into seven sections. Taking Changchun Railway Vehicles Co., Ltd. as the background, it thoroughly analyzes present situations of the middle-level leaders'team there, and the present situation and existing issues of performance examination of middle-level leaders, and present situations and existing issues of middle-level leaders selection and appointment system. In consideration of the theoretic knowledge system of performance examination indicated in Chapter II, and referring to the middle-level leaders selection and appointment methodology employed by other enterprises, it forwards the general design concept of performance examination and leaders selection and appointment system reform design plan for Changchun Railway Vehicles Co., Ltd. However, the author of this thesis is also aware of so many difficulties existing in implementation of these plans: Firstly,"Not to offend people"and"Not so series". This is a common fault that widely exists in business management of the state-owned enterprises. No doubt we will face a huge challenge to reflect the true conditions of each leader by examination, and to establish a fair, just and public leader selection system. And for this, the senior management of the company must change their ideological concept, and give sufficient emphasis and support. However, it is also difficult for the senior management to do things in accurate order because they are also appointed by a piece of transfer order; Secondly, even if the senior management is determined to change the middle-level leaders management pattern, during the promotion of performance examination system, they may also encounter the huge pressure from the middle-level leaders. Anyway, they have been accustomed with the unrestrictive and unconstrained wo5rking environment and working method for the years; Thirdly, presently, there are only three persons who are in charge of middle-level management activities in Changchun Railway Vehicles Co., Ltd. (one director, two sectaries), the management force is insufficient, and it is really difficult for a team of three persons to manage a team of 300 middle-level leaders.During the preparation for this thesis, the author has made a lot of practical investigations and consults with many reference data. The new trails are mainly embodied in the following four aspects: One is to use the theoretic knowledge to perfect the middle-level performance examination and evaluation system of Changchun Railway Vehicles Co., Ltd. and to improve the existing examination of leaders only by experience; the second is to establish the routine system for examination of the middle-level leaders, which makes up the deficiency to the yearly examination of the leaders. In such a way, it strengthens control and understanding of the leaders; The third is to closely combine the leaders performance examination with the selection and employment. During selection and employment of the leaders, it must refer to the routine examination conclusions, which will be taken as basis for selection and employment of the leaders. This can avoid the examination made for examination only, without the result of examination being settled into right spot; The fourth is to perfect the leaders selection and appointment procedure and method, and formulate the scientific, standardized and reasonable leader selection procedure.The author is clearly aware of his limited knowledge level and insufficient experience, which may lead to inappropriateness in some ideas of this thesis, to which, comments and suggestions are welcome.