The Study Of Tianjin Port Service Development Co., Ltd.’s Middle-level Management Performance Assessment System

Performance appraisal is the enterprise one of the main way of human resources management, employees can understand their own shortcomings through the performance appraisal, in time to participate in the learning and training, improve their quality and ability, is the ultimate goal, to the letter, perfect to complete the work. Middle management is a bridge between enterprise and subordinate. The middle management personnel responsible for specific work execution and reporting of results; to, the middle management personnel responsible for the objectives and tasks assigned specific plans and programmers and the implementation, so middle managers in the enterprise has very important position. Scientific performance evaluation system, which can not only arouse the enthusiasm of middle-level managers, and to enhance the sense of middle management personnel of the enterprise ownership, the atmosphere of the entire enterprise in harmony, positive state. Therefore, the establishment of a scientific and reasonable middle management staff performance appraisal system is very important.This paper takes Tianjin Port Service Development Co., Ltd. as an example, to study the performance appraisal system of the management personnel. Tianjin Port Service Development Co.,Ltd.middle management personnel mainly include functional departments in charge of the Department of management and positive and negative managers and teams/ stations plus or minus the webmaster several different positions. Enterprise current performance appraisal in the middle management is divided into three categories:monthly assessment quarterly assessment and annual assessment performance appraisal indicators using the combination of individual indicators and common indicators, assessment criteria from the bottom-up approach to self development, assessment subject to superior assessment, this assessment led to the enterprise performance appraisal objectives and enterprise development strategy, performance assessment, assessment system is not scientific, the sense of responsibility and assessment awareness weak and other issues. In this paper, using the method of key performance indicators, the development of Tianjin Port Service Development Co., Ltd. performance appraisal system carries on in-depth analysis to find out the problems existing in the performance test system and the reasons for the formation, development and on the basis of recommendations from Tianjin Port Service Development Co., Ltd., should be scientific, openness, objectivity, practicability and communication for the principle, established on the basis of enterprise development strategic target, the company level, department level and individual level, the combination of higher level assessment, peer assessment, evaluation and self evaluation at a lower level of the combination of diversified evaluation system. Combining the reality of Tianjin Port Service Development Co., Ltd., based on the individual performance, personal ability and work attitude was established according to three aspects of a monthly assessment, evaluation and annual appraisal cycle with the combination of six months, which has the function of performance feedback and performance appeal performance appraisal system.