Jinxi Mechanism For Middle-level Personnel Performance Appraisal Problems Research

In the process of economic development,enterprises face the competition pressure is more and more big,in the enterprise management,performance appraisal occupies a more and more important position.From the company management,we can see that the company's human resources composition is divided into primary,middle and top.In the middle position of middle-level personnel,on the one hand,need to supervise and control personnel at the grass-roots level,also want to high-level personnel to do the corresponding rewards and communication,middle-level personnel in enterprises has dominated the irreplaceable role.So in order to make enterprise can be in an impregnable position in the competition,the enterprise middle-level personnel management should be attention.In the enterprise,for middle-level personnel performance appraisal also appears especially important,want to in a timely manner from middle-level personnel to the specific work of corresponding problems,and to improve,so that can promote the development of enterprises.Taking jinxi mechanism for the company as the research object,combined with management by objectives,KPI assessment of key performance indicators,the balanced scorecard and 360 degree performance appraisal theory knowledge,using literature,questionna:ire investigation,case analysis,and induction to the company middle management research,the present situation and problems of performance appraisal after summarizing found the lack of scientific performance appraisal system;Middle managers on performance evaluation of participation is low;Performance appraisal index system is not perfect;Performance appraisal method is not scientific;Lack of process control and feedback mechanism;The results of performance appraisal application level is low.The causes of the problems through the analysis of Jinxi machine company,finally put forward opinions and constructive countermeasures,and hope that through case study for middle managers of other enterprises in the performance appraisal and provide some reference.