Study On Optimization Strategies Of Performance Evaluation System For Middle Managers In Company Y

Today’s society, the competition between enterprises is becoming increasingly fierce. While the role of human resources in enterprise success is more and more obvious, performance evaluation is also one of the most important modules of human resource management. Through the objective assessment on employees’performance, and take the corresponding incentive measures, in order to give full play to their potential, and work hard for the realization of the goals and tasks of the enterprise.As the executors of enterprises’ strategic planning and makers of tactical decisions, middle managers are enterprises’core human resources. Their working performance directly affects the quality and efficiency of enterprises’operation. Therefore, it is of great significance to objectively and fairly evaluate the working performance of middle managers and their contributions to enterprises, and make reasonable use of some incentive measure to fully mobilize their enthusiasm, initiative and creativity, so that they can wholeheartedly struggle to achieve enterprises’targets. The establishment of a scientific and reasonable performance evaluation system of middle managers has been more and more attention by enterprises.This paper takes the company Y’s middle managers of large state-owned enterprise as the research object. After a lot of research on the performance evaluation theory and relevant literature, analysis of the current status of the company’s middle managers performance evaluation system, pointed out the existing problems and shortcomings, and based on the theory and method of performance evaluation, the performance evaluation system of middle managers in company Y is optimized. First, according to the company’s strategic development plan, combined with the characteristics of the middle managers, the use of multi-dimensional performance theory, KPI method, KRIF performance evaluation index model and AHP method, the evaluation index, the index weight and the corresponding evaluation criteria are optimaized, and establish the evaluation index system; Then according to the characteristics of the evaluation index, clear evaluation methods and evaluation of the subject of each evaluation index, put forward optimization measures for assessment procedures, and develop the evaluation results using method linked with middle managers’salary distribution, appointment, advanced selection, training and promotion, personal career development planning.Finally, put forward some measures to ensure the implementation of the performance evaluation work. The optimized performance evaluation system is more scientific and reasonable, which provides a reference for the performance evaluation of middle managers of state-owned enterprises such as company Y.