The Reconstruction Of Middle-level Leaders Performance Appraisal System In CS Mobile Company

With economic globalization’s developing, market competition has become more complex and intense. To keep competitive advantages, all companies must promote their business comprehensive management levels, strengthen intelligence investment as well as technological innovation. As an important function within the enterprise, the role of human resources management, especially the middle-level leader performance appraisal mechanism, has become more and more significant. As the organizers of the executive and the grass-roots work, Middle-level leader, is an indispensable important force for the company. Through the scientific and effective operation and management of middle-level leader performance appraisal, a company can not only find the deficiencies of the middle leadership, but also effectively improve the work efficiency and management level. So how to build a scientific and standardized performance appraisal system of the middle leadership is an urgent problem to be solved.This research is proposed in accordance with the requirement of improving the middle-level leader performance appraisal mechanism in the author’s unit, China Mobile Group CS Branch. Firstly, we analyzed the status quo, main problems and their reasons of the middle-level leader performance appraisal mechanism in China Mobile Group CS Branch. Next to solve these above problems, a new performance evaluation system is put forward including the feedback and application of assessment results. Finally, in order to keep the effective operation of the new appraisal, we also gave some corresponding safeguard measures and suggestions.For examples, getting rid of old ideas and striving for the full support of senior leadership, strengthening enterprise culture construction and obtaining the recognition and active participation of all employees, increasing the investment of information management technology and establishing a perfect the human resources management information system, strengthening the performance evaluation of the results and establishing reasonable reward and punishment mechanism. Through all above analysis and research, the author aims to improve the reconstructed middle-level leadership performance appraisal and even the integral level of human resource management in China Mobile Group CS Branch, in the hope of promoting the company to achieve better and faster strategic objectives.