Based On Bsc Of W Company Mid-Managers Performance Evaluation Scheme Optimization Research

In the company’s operational management, As the backbone of the enterprise development and enterprise development strategy of concrete executor, enterprise middle managers plays an important role in the development of enterprises. Performance appraisal is the enterprise management and use of good human resources important method, building system, practical middle managers performance evaluation system, can arouse the work enthusiasm of middle managers, to help enterprises create high performance and effective to complete the work target and the strategic mission, such as promotion, salary, training of middle managers to provide objective and convincing basis, ordinary staff to raise the level of performance, and it also can be carried on for the development of enterprises to provide a steady stream of continuous power source. Therefore, the implementation of one of the better middle managers performance evaluation scheme, starting from the enterprise strategic goals, guiding the performance behavior of middle managers, is the enterprise to realize the important of effective management. Since the birth of the balanced scorecard, with its excellent idea and around the world each big company introduced successful experience, became one of the greatest management tool at present. The balanced scorecard from financial, customer, internal business processes and learning and growth four aspects the enterprise strategy and performance evaluation, to establish a performance evaluation system based on enterprise strategy.In this paper, W company as the research object, starting from the enterprise strategy,based on the balanced scorecard to explore optimization of middle managers performance evaluation system. This article first to the balanced scorecard are analyzed and the related performance appraisal theory research, study the development and characteristics of BSC theory is studied. Then analyzed the W company present middle manager performance evaluation and enterprise development strategic target phase separation, ignore and middle-level managers jobs, the combination of performance appraisal indicators is not comprehensive, quantitative appraisal index weight set is not reasonable, the problem such as feedback mechanism is not sound, and the introduction of the necessity and feasibility of the balanced scorecard. According to "company-department-personal (middle managers)" the decomposition order of the enterprise strategy into the departments and middle management goals. In combination with the advantages of KPI to design the evaluation index, the formation of departments and middle management KPI based on BSC performance evaluation system,to solve W company existing existing problems in performance appraisal.