Research On The Improvement Of Performance Evaluation System Of Middle Managers In Company L

The competition of market economy is due to the competition of talent. With the rapid development of Chinese economy, the competition of talent is more and more fierce. Human resource receives more and more concern as resource for achieving strategic objectives in companies.In order to ensure human resource have positive role fully, the company need to establish a set of scientific and efficient performance appraisal system. After decades of development, the company in our country has initially established the multi-level evaluation system from the grassroots level to the middle and then to the multi-level evaluation system, and the evaluation system of middle managers is the weakest in the above system. It exists like simple design,incomplete content, inconspicuous incentive effect, exile science et al. So it is necessary for L company to reform and optimize its middle managers performance appraisal system, in order to establish and improve the performance evaluation indexes and play the role of the performance appraisal system.This paper uses L company’s middle managers as the research object, through literature research, combing the domestic and foreign theories related middle managers performance appraisal system; and through the questionnaire method and statistical analysis, summing up the existing problems in the current performance appraisal system of L company, and analyzing the reasons comprehensively. On the basis of analysis of the problems, firstly this paper will set performance appraisal indicators of middle managers in L company to four dimensions including performance indicators, post ability index, work attitude indicators, work behavior indicators, secondly key performance indicators will be used to determine the specific indicators of these four dimensions; thirdly the main body and cycle of performance appraisal is determined and the performance review results are suggested to fully apply. This paper will use Delphi method and the analytic hierarchy process to determine the weight of each index; and use fuzzy comprehensive evaluation method to evaluate middle managers such as Mr wang. Finally this paper will providecountermeasures and suggestions from several aspects including enhancing their understanding of performance appraisal,strengthening the relevant training performance appraisal system, tracking the process of performance appraisal,analyzing regularly, establishing and strengthening the application of the performance evaluation results, optimize the feedback and interviews of examination results.Institutional to ensure smooth implementation of the performance appraisal system of middle managers in L company, and show the expected results.