Study On The Optimization Of Performance Appraisal System For Middle Officer Of Hunan Valin Iron & Steel Group Co.,LTD

Middle officer,as the backbones of enterprise,are the implementation of the company's development strategy and important creators of economic benefits.the important creators of enterprise economic benefits.They play an important role in the management and guidance of staff,to convey the company policy and contact.The core task of human resources management is to establish a scientific,effective and systematic performance management system.On the one hand,it can fully mobilize the enthusiasm of the middle management staff to help achieve the company's strategic objectives and improve the overall operational efficiency.On the other hand,it's effective and reliable basis for salary distribution,training,personnel promotion and human resources continuous improvement.On the basis of reading lots of literatures,this paper takes the performance appraisal of middle management personnel of Hunan Valin Iron & Steel Co.,Ltd as the research object,and explores performance management theory adn performance appraisal theory in depth.According to the development trend of modern human resource management,the author focuses on corporate strategy and performance appraisal of middle management personnel of Valin Group.There are a series of problems in the performance appraisal of middle management personnel of Valin Group,such as single assement method,unscientific evaluation indicators,non-standardized appraisal process,inappropriate feedback and disunion of understanding.In order to improve the performance appraisal of middle management personnel,Key performance index method,Objective management method and 360 degree evaluation method are used in this paper,combining with performance management theory and salary management theory.At last,the author establishes a new performance appraisal optimization system,including performance evaluation method,index setting,index weight and calculation.In order to ensure the performace appraisal optimization system can be implemented smoothly and effectively,a series of safeguard measures should be applied at the same time,such as supporting salary distribution mechanism,enterprise culture based on performance appraisal,incentive measures and training system.The optimized performance appraisal system can not only improve and unify the staff's understanding and attention of performance appraisal,but also enrich the performance evaluation methods and means to ensure the practicality and significance of performance appraisal.Through performance feedback and communication,the performance appraisal implementation department and the people who accept appraisal improve and enhance mutually.