Study On Competency Performance Evaluation System Of Middle-Level Managers In X Company

With the rapid development of global economic integration, the competition among domestic enterprises has become more and more serious. The people who talented are considered as the most important factor to compete with other companies. Then achieving the transformation of human resource to human capital gains a foothold for the enterprises in the competition. Middle-level managers, who act as the core role in the company, naturally, become the focus. Middle-level managers’ performance in corporate is closely related to the overall performance, so in order to achieve the overall goal, it’s necessary to enhance the performance of middle-level managers at the maximum extent, while the scientific performance appraisal has become a necessary prerequisite.Middle-level managers, who are both managers and executives, do the work with special properties: Most work can not be directly quantified, Factors involved in the assessment are too complex etc. Therefore, performance evaluation of middle-level managers is difficult. Currently, many enterprises adopt the way of directly superior evaluation, leading to a variety of errors and questionable assessment results. In this paper, the author selects The Enterprise Of X as the research object, hoping to re-design a targeted, scientific performance appraisal system, and play a reference for the industry. This analysis is based both on the understanding of the current performance appraisal system of the middle-level managers’ in X and advanced performance appraisal methods between domestic and foreign countries.In this study, the author recommends the middle-level managers’ performance appraisal system of X(an auto parts manufacturer) and selects the representative production sector as an example. Which combines the current problems and shortcomings of the system exists with some theoretical knowledge related to competency performance evaluation, aiming to determine the company’s competency performance assessment thought of the middle-level managers: Firstly, by using The Literature Method, Brainstorming, Exploratory Research Method, Fish-bone Diagram Method, KPI and Principal Component Analysis to obtain qualitative and quantitative indicators, Constituting the index system. Secondly, determine the weight of these indicators by AHP. Thirdly, determine the people who carry out the performance evaluation and their weight by 360-Degree Evaluation Method. Finally, the author uses the Fuzzy Comprehensive Evaluation Method to calculate the production of minister’s competency evaluation result. Meanwhile, to ensure scientific use of performance appraisal program, the study presents some recommendations for specific implementation process.