The Optimization Design Of Performance Management System For Mid-level Managers In YX Company

The world’s economic currently emerges characteristics of globalization and knowledge.As an critical factor on enterprise development,human resource is paid more and more attention. Performance management is accepted gradually by companies at home and progresses greatly in recent years since its key role and basic function of human resource.Middle-level managers are the cadreman in enterprise development and strategy implementation.They are adaptors in enterprise development whose performance directly influences the enterprise’s operating performance.In practical performance appraisal,people always pay most attention on top managers and employees,whereas commonly lacking effective management measures on the special middle-level managers. Subsequently,when they are performed performance appraisal, problems such as independence of performance index and the strategy, inproper performance index set, imperfection in performance feedback mechanism, lack of performance improvement etc. emerged.As a result,the performence management on middle-level managers was too loose to reflect the organizational objective and department cooperation,which further influence the achievement of entire performance.The article studied middle-level managers in YX company to analyze the problems and deficiency in current performance management system on middle-level managers.So as to improve and optimize the system,rise the company’s performance appraisal level and ultimately achieve further progress.Based on questionnaire of satisfaction on performance management of middle-level managers,the study discovered main problems on performance appraisal management.On distributing the company’s strategic objective and post analysis,considering the professional characteristic and workflow of YX Company, followed the combination of key performance indicator and Balance Score Card, the study Milled the performance appraisal indexs with combination of qualitative and quantitative indexes and reestablished the proportion of performance appraisal with analytic hierarchy process.The performance management system was improved by adding performance feedback,performance improving and making much more detailed stipulation about appeal and improving of performance appaisal.