Design And Application Of Middle Managers Performance Evaluation Scheme In The Shanxi Jianhuaguanzhuang Company

Shanxi JIANHUA pipe company is a subsidiary of Jianhua group,is a production of prestressed concrete pipe as the main product manufacturing company.Its main department has Marketing Department,production department,purchase department,technical department,human resources and finance.Company middle refers to each department head,department manager and the deputy manager.Shanxi JIANHUA pile company at present,middle managers performance evaluation is not perfect.In this article,through questionnaire survey,found the company original performance evaluation system exist the following problems:key indicators and the company overall target relationship is not close;Key performance indicators is not perfect,its design is not reasonable weight;Unreasonable performance evaluation results using;Unreasonable proportion and method of performance-based pay way,cannot reach the final evaluation results,etc.Due to the imperfect performance evaluation,the middle management work enthusiasm can’t fully released,the performance of the company as a whole progress is lesser,been stagnant market development and production capacity.Based on the above background,this paper aims to fully diagnose and find out the company’s performance appraisal problems of Shanxi JIANHUA pile,and in view of the middle managers to be redesigned,then through the old and new application performance scheme contrast,confirm to redesign the performance appraisal of the necessity and effectiveness of the new project.Improvement work done in this paper,mainly including the following contents:1)index system optimization:in this paper,based on key performance indicators(KPI),the original in view of the assessment index system on the basis of the department,according to the characteristics of department and position,the company level indicators of decomposition,built against the six main departments of the company respective index system.Reoccupy sequence analysis method to determine the index system of weights of each dimension,so that the company’s middle managers become more comprehensive and scientific evaluation system.2)to improve performance wages accounted for in the pay for performance salary calculation and the modification and optimization,strengthen and express the application of performance appraisal,to optimize the performance salary form,improve performance evaluation incentive.3)improve the performance appraisal result feedback link,strengthen the employee performance analysis,the methods of performance improvement plan,effective help middle managers to improve performance;4)improve the assessment results using the link,according to the results of performance appraisal for the improvement of reward plan,post adjustment plan,employee training plan,and so on.5)optimization evaluation standard and cycle:reduces the score between the achievement,granular level appraisal.The inspection cycle from one year to once a month,merit pay also to the hair once a month;The optimization is mainly in view of the unreasonable evaluation standard and assessment cycle longer.