A Research On The Performance Evaluation Scheme Of Middle Level Managers In CYR Power Plant

Middle managers is the specific components of the enterprise benefit main creator and the production and operation activities, plays a pivotal role in the enterprise operation and management, but now stage power generation enterprises of middle management personnel performance management status is not optimistic. Few power enterprises through the establishment of scientific, systematic and effective middle management staff performance appraisal system, to promote the enterprise human resources management level, to adapt to and meet the needs of management and harmonious development of enterprises, and actively mobilize the initiative of middle-level cadres, staff performance rewards and punishment, personnel training, promotion, salary adjustment provides a strong basis and promote economic construction and the management level of enterprises double upgrade. It is because of the lack of effective mechanism of performance management system, and overhead in order to improve the performance level of the enterprise staff become enterprise sustainable scientific development are envisioned as the source of power, limiting the middle-level managers in the realization of the strategic target of the enterprise should play an important role.This paper uses qualitative and quantitative research method, literature method, theory of research on domestic and foreign performance appraisal and performance management and summarizes, and then describes the current situation of performance management of the middle-level managers of CYR power plant, some problems existing in the evaluation process fairness, scientific nature and accuracy in CYR power plant based on Performance and summarized analysis, discusses the new situation in the market economy, selection of middle management standards, implementation of middle management staff performance appraisal, the significance of the determination and assessment project process and performance management in the leading group of institutions in the various departments of the allocation of responsibilities. And then combined with the enterprise strategic target and the content of corporate culture and its own characteristics middle management staff performance appraisal program design research, introduces the design ideas, principles and key performance indicators set and complete the form, put forward the concrete implementation of the recommendations and the design of performance appraisal standard prone to ambiguity or pointing not clear place to make notes and countermeasures, draw lessons from the past practice summed up the experience, put forward some preventive measures and improvement method for. Finally the orientation of performance management, strengthen performance control, improve the key indicators of performance appraisal scientifically, improve the performance feedback and the application of evaluation results, and the formation of the final conclusion.In this paper, through the design research of the performance appraisal system of middle management personnel, have a practical application of enterprise performance management system construction of middle-level cadres. Grasp the performance appraisal in the core part of human resource management, incentive effect, the implementation of a fair, just, reasonable, scientific and accurate performance management means, organic will enterprise culture and spiritual civilization construction and management by objectives integration, to improve their overall ability of human resource management, is conducive to enhancing the cohesion of the power generation enterprise employee, beneficial to the execution of to mobilize the enthusiasm of the staff of energy and ideas of leadership, middle management who issued, for enterprises to complete annual work objectives and tasks lay a solid foundation for the management, to promote the construction of harmonious labor relations in enterprises, boost enterprise scientific and stable development. At the same time, we hope to other large state-owned enterprises to strengthen the performance management level also has certain reference and guiding significance.