Study On Issues Of Performance Evaluation Of Middle Managers Based On Xi’an HT Group

Performance evaluation is a critical part of business management. As the development of management science, modern business organizations tend to be much more processing, scientific and rationalization. In the process of business management, the senior management team is the direct bearer of achievement of cooperate strategic objectives. However, the middle manager is not only the direct takers of business decisions, but also be the ones who supervise and coordinate first-line managers as well as being the core people making sure works to be carried out smoothly even more so. They decide the level of business management and operational efficiency. As a result, they play a decisive role in enterprises. However, with the deepening of market economy and intensification of economic globalization, performance evaluation of middle managers gradually shows a plenty of problems in terms of concepts, methods, etc. How to develop a scientific, rational and effective performance assessment system, stimulating ability and state of middle managers and making enterprises seize the opportunity and gain a foothold in the fierce market competition, which are the problems enterprises to be solved urgently.Taking Xi’an HT Group as the research object, this paper mainly analyzes the problems of performance evaluation of middle managers and based on demands, constructing a new performance assessment system with rational indicators, appropriate main body as well as scientific method of implementation. By analyzing current situation and existing problems of performance evaluation of middle managers with multi-angles, identifies the issues that mismatch between assessment and Group’s strategic plans; single assessment method and unclear indicators of assessment in current systems. Aiming at main problems, the performance assessment methods such as "SMART Golden Rule", "360 Degree" coupled with KPI (Key Performance Indicators) are mainly focused on. In addition, this paper explores the new mode of performance assessment systems from the aspects of performance plans, indicators construction, assessment process control and results implementation. In the end, by increasing training, strengthening communication, improving institutions and so on, ensures assessment to be carried out smoothly and improves work efficiency, quality of work, and therefore achieve rapid and stable development in HT Group. The conclusion of this paper provides reference value for performance evaluation of middle managers who work in holding groups of other development zones, which has a theoretical and practical meaning.