Improvement Research On Middle Managers Performance Appraisal System Of Crrc Zhuzhou Erectric Co.,LTD

Middle manager is the enterprise strategic c oncrete executor and enterprise specific tactical decisions makers, play a very important role in enterprises. Therefore, the performance evaluation and promotion of middle manager will directly affect the realization of enterprise strategic target. Howeve r, due to that the middle management in modern enterprises in such aspects as concept, ability and style of work is uneven, the outstanding middle managers who can truly adapt to the modern enterprise management, market consciousness, competition conscious ness and responsibility consciousness of is in short supply, so how to construct the enterprise middle managers performance evaluation system is one of the problems for enterprise managers to solve.According to the theory of balanced scorecard performance management and the theory of key performance indicators(KPI) performance management, the author analyzes the present situation of middle managers performance evaluation of Zhu Zhou Electric on the basis of comprehensive performance management achievements home and abroad, concludes that middle managers performance assessment of Zhu Zhou Electric faces problem as follows. It is not closely integrated of monthly and annual strategic performance, linkage between organizational performance and individual performance is not strong, examination method is too complex, evaluation from leader is not serious sometimes, performance results have not been fully used. The main reason is that the decomposition of strategic target does not have incentive, performance assessment system lack of professionalism, performance culture is not deeply rooted in the mind of staff and the problem of "average" in state-owned enterprises is very serious. The construction of the new performance system based on the three principles of “Strategy Oriented, Market Oriented, Result Oriented”, which put forward by the second delegation conference of staffs. The construction of the new performance system lay emphasis on carrying out of the strategic target in monthly, carrying out of company overall target in each department and carrying out the department goals by individuals; It linked the design of performance indicatorsmore closely with market indicators, highlight the role of market factors in assessment system; In the application, the output of the assessment results can be quantifiable, assessment will be strictly enforced based on results of the actual output.In order to ensure efficient operation of assessment system, the company formulate a series of related system as security to promote normal development of middle managers performance evaluation in every branch.At the same time, the training of performance culture within the company aiming at promoting the performance assessment is deeply rooted in the mind of staffs.The improvement of middle managers performance evaluation sys tem can promote enterprise strategy into action of scheme related to specific position. through combining payment and individual performance, the new system can arouse the enthusiasm of middle managers, and speed up the flow of information within the company, finally promote the personal growth of the middle managers, improve the overall competitiveness of Zhu Zhou Electric.