A Research Based On KPI On Performance Evaluation For Middle Manager In CM Enterprise

As an important part of human resource management, performance appraisal actsas a vital role in enterprise. What the indicators are like work attitude, performance,achievement, capability of employees are all measured by the result of performanceevaluation. Especially for middle managers, because their performance can not onlyaffect self-department’s results, but also influence the whole operationand employees’enthusiasm. So they more need a complete and reasonable performance appraisalsystem to assess their work. However, most inland enterprises’ appraisal becomeformalistic, and the result can hardly reflect middle managers’ capability, which leadsto losing many talents. With these in mind and taking CM enterprise for example, thearticle tries to set up a more contraposed and operable performance appraisal systemby combining different theories with methods.The article utilizes KPI, with designing detailed and reasonable standardsaccording to the principles and functions of performance appraisal, to redesign theindicators of CM. In the process of building indicators, the problems that indicatorsseparating from strategy, indicator system lacking dynamic mechanism, indicators’key point not standing out will be solved, which makes the final indicator systemscientific, complete, dynamic, effective and strategic.Any methods can hardly entirely appraise middle managers’ performance, unlessmany methods are correctly combined. Therefore, the article combines KPI with360degree Appraise to redesign evaluation methodology and performance appraisalprocess of CM, and is finally willing to create a complete performance appraisalsystem for middle manager of CM. The system will try its best to solve the keyproblems existing in present performance appraisal, so as to objectively reflect thetrue work state of managers, which makes the implementing of performance appraisalwork functionally.