Research On Improvement Of Performance Appraisal System Of Basic Level Managers Of A Group

The according to a group of grassroots management staff performance appraisal situation, through the questionnaire survey method found original appraisal system, there are some problems, including: single appraisal body, appraisal index set unreasonable, unscientific index weight, assessment of the results of application of difference, lack of the necessary performance feedback mechanism etc.. According to the problems existing in the proposed solution, and the use of key performance indicators, balanced scorecard, 360 degree assessment method of a group of the grass-roots level managers performance appraisal system, improve the design. Based on the status of grassroots management staff performance appraisal analysis and questionnaire statistical results, this paper proposed a group improved measures of performance appraisal system, including: determine the choice of the subject of examination, grass-roots management personnel performance appraisal index determination, grass-roots management personnel performance indicator weight setting, performance evaluation results timely feedback, performance evaluation results of the reasonable use of. On the basis for the implementation of improvement measures of performance appraisal system, the fifth chapter also present the corresponding security measures, including: group leader on the senior level attention, timely adjustment of assessment scheme and assessment was the target to adapt, awareness of the formation of good performance culture.The research conclusion of this paper is as:(1) the performance evaluation system of the grass-roots level management system of A group should be considered, and the characteristics of the target should be considered.. Carry out the work according to the standard procedure. Performance assessment should be conducive to the improvement of the enthusiasm of the grass-roots management staff.(2) the A group basic level managers for the performance assessment system after the improvement. First, to ensure the smooth and efficient implementation of the. The second is to expand the application of the results of the results of performance assessment. To be in the performance improvement, salary adjustment, promotion, education and training, post adjustment etc. involves the vital interests of the grassroots management staff in all areas, to improve the grass-roots management of work enthusiasm and work efficiency.