Research On Performance Evaluation And Optimization Of Middle-level Managers In LH Bus Terminal

Middle management personnel are the core strength of the enterprise.They play an important and irreplaceable role in improving the operating efficiency of enterprises.On the one hand,they face the grass-roots employees in the front line of production management,on the other hand,they implement the decision-making and deployment of enterprise leaders,and play a role in ties.Therefore,to improve the core competitiveness of enterprises and achieve the full incentives and cohesion of middle managers,the key is to establish an efficient and scientific performance evaluation mechanism.The research object of this article is the epitome of the typical representative of China’s automobile passenger transportation industry.It belongs to the national second-level passenger terminal,covering an area of13136.1 square meters,a construction area of 13085 square meters,and 42 operating lines.There are 227 departure buses,with an average daily passenger volume of 1600 passengers,which radiates to the Pearl River Delta,surrounding counties,municipalities and inter-provincial areas.With the rise of high-speed rail cars,online car-hailing,and shared cars in recent years,the number of private cars has increased significantly,and the intensification of the urbanization process has led to a large migration of the labor force.The development of the automobile passenger transportation industry is worrying.Constantly squeezed,passenger traffic is declining year by year,operating profits are declining,companies are currently in a critical period of development and transformation,the external environment and the company’s own strategic development are constantly changing,the company’s organizational structure,staff level,positions Responsibilities are also very different.The current performance evaluation system for middle managers can no longer meet and promote the company’s management and development needs,and needs to be further optimized.Based on the performance appraisal mechanism of middle managers of LH coach station,this paper analyzes and sorts out the shortcomings and deficiencies by using advanced performance management theory and combining the current situation of enterprise performance management.Taking the enterprise development strategy as the direction,the performance evaluation of the LH coach station is clearly positioned,comprehensively using the literature analysis method,quantitative and qualitative analysis methods and case study method,etc.,Financial,ability,management team and learning improvement five indicators for analysis,established a 360-degree assessment method and key performance indicator method(KPI)combined performance assessment system.At the same time,the organizationstructure,time period,implementation plan,results application and other aspects of the performance evaluation of the middle management of the enterprise have been improved and perfected,and four management interfaces that are connected with the evaluation results have been established.Finally,from the six aspects of management system,corporate culture,communication channels,salary incentives,constrained supervision,and performance feedback,guarantee measures to optimize the evaluation mechanism were proposed to solve the deficiencies in the performance evaluation system of the LH coach station,thereby improving the work of middle management personnel Creativity and enthusiasm to achieve the business goals of the enterprise.The research results of this paper have improved and improved the performance appraisal of middle managers of LH coach stations,and have guiding significance for the general managers of LH coach stations.The assessment has a reference role.