The Demonstration Research And The Construction Of The Model Of Performance Assessment For Middle-level Managers In Enterprises

With the enterprises competitions increasingly turning into competitions of talents, the statue of the middle-level managers, the important part of the talents in the enterprises, is being highlighted. The performance of the middle-level managers determines the performance of the overall enterprise, and a scientific performance assessment is necessary to develop the performance of the middle-level managers. The performance assessment for middle-level managers not only provides support to achieve the strategic goal of the enterprises, but also deepens their understandings of their responsibilities and objectives, which administer to their growth and progress. However, the position and the responsibility of the middle-level managers are incomparable in terms of both quantity and quality, a lot of work can not be directly quantified, and their work involves many complicated factors. So the performance of middle-level managers is characterized by being multilevel multifactor,vague and fuzzy, etc. The judgment performance assessment will inevitably bring about the reviewers'subjective factors and produce various errors, which make the assessment difficult to design and operate and make credibility and persuasion of the results questionable. Therefore, it is important but difficult to make performance assessment for middle-level managers.According to many common problems of the existing performance assessment for middle-level managers in enterprises:the vagueness of the index, the lack of scientific index standards, the illogicalness of weighing, the singleness of the assessment main body, the irrationality of the assessment methods and the lack of power of the results, etc, this paper constructs the index system and index standards of the performance assessment for the middle-level managers in enterprises by consulting relevant research results, using the key performance index and management by objectives for reference, exerting the setting principals of the performance index and combining internal job analysis and job description; Then it applies the fuzzy analytic hierarchy process method to calculate the relative weighting and general weighting of the index in different levels; With the thoughts of the 360-degree performance appraisal method, this paper uses principal component analysis to construct the model of performance assessment for middle-level managers. Through this model, this paper tries to achieve the combination of qualitative and quantitative, static and dynamic factors in the assessment and to provide useful thinking and methods.The paper takes the RiXin Industrial Co. Ltd., Dongyang as a case and makes a demonstration research. Through research, data collection and analysis, the paper obtains the comprehensive assessment scores and the ranking of the managers from different departments in order to provide reference for the company's human resource management decision making and to perfect the performance appraisal system for middle-level managers, and also to provide a sample for the assessment of other enterprises. Meanwhile, to make the performance appraisal system more scientific, impartial and objective, it is necessary to standardize the basic assessment procedures, to improve the performance appraisal system and to establish assessment accountability mechanisms, information fidelity system, assessment appeals mechanism, etc.