Research On The Improvement Of The Performance Assessment Of Middle-Level Managers In A Company

With the development of the economy and operating pressure around, enterprises have to pay attention to different problems. Nowadays, human resources management has become one of the most concerned problems in business circles, and performance assessment is the major issue in human resource management. In a State-owned enterprise, the performance assessment of middle-level managers is especially much more important. Because the middle-level managers play a vital role as bridge between high layer and subordinate, it is necessary to have a scientific performance assessment system of the middle-level managers to realize the strategic goal of the enterprises.Company A is a large international deep processing of manganese products enterprises. Since its establishment, they have gone through a tough starting periods and gradually developed day after day. In the development, they have successfully inked the transition from a state-owned holding company to a Hong Kong listed modern corporation; however, its performance assessment system has not yet kept up with the pace. As the marketing lasts weak, they have been losing money for years. To make sure Company A can make a profit instead of suffering a loss, it’s highly necessary to improve the performance assessment system, so that the enthusiasm and working efficiency of the middle-level managers will be increased.The author firstly gives a brief introduction and current performance assessment system of company A. Along with the result obtained from performance assessment satisfactory survey, the author wishes to improve this company’s performance appraisal system for middle-level management personnel. According to the author, there are following problems handicapping healthy development of its performance assessment system:1. Limited range for appraisal subject and over simplicity for assessment procedures; 2. Assessment indicator irrelevant with company’s strategic objective; 3. Lack of feedback for assessment result; 4. Assessment cycle set-up unreasonable; 5. Negligence for performance assessment of middle-level management personnel; 6. Lack of complete and comprehensive performance assessment system and mechanism, etc.In the view of the author, following measures need to be taken to address the above-mentioned problems, so as to improve management skills for middle-level personnel and lift their working enthusiasm at the same time:1. Ensure that an all-around assessment procedure is conducted and no prestige project would occur in the whole process; 2. KPI indicators and their weight have been reestablished using fishbone diagram so that a more reasonable indicators system is set up; 3. A feedback interview will be initiated for a more thorough check of personal pitfalls and better improve future performance so that personal achievement will also be attained during the process.Besides, supporting measures is indispensable in order to ensure smooth operation of optimized performance system. Firstly, it is vitally important to obtain support and recognition from administrative staffs as well as working staffs; organizational system should also be optimized so that a solid foundation could be laid for performance assessment; establish incentive mechanism to motive middle-level management personnel to improve their performance; training and career planning will be strengthened so that personal goals could be achieved; through various internal propagation channels, performance assessment system will be promoted so that every staff in the company will be aware and accept the new system; establish high-performing corporate culture to ensure its smooth operation. In the end, the author makes a brief summery for the paper and gives some suggestions for company A to establish a scientific performance assessment system.