Research On Performance Appraisal System Of Middle Level Managers Of OP Company

With the development of economic and management philosophy,the lighting industry has entered a new era.The increasingly fierce market competition makes the talent become the key to enterprises,especially middle-level managers.Since they are the backbone of enterprises,they play important part in enterprise strategy implementation,and their performance will affect the survival and development of enterprises directly.Taking the performance appraisal of middle-level managers in OP as the research object,and using the literature research method,statistical analysis method and questionnaire method,to study the current situation of the performance appraisal system for middle-level managers in this enterprise.Through detailed analysis of the questionnaire results of performance appraisal satisfaction,the paper found that the company faces some difficulties in the performance appraisal system for middle-level managers,including backward appraisal thoughts,the inconformity between performance goals and strategic goals,the formality of performance appraisal,impersonal and impartial performance appraisal,obstacles in communication of performance appraisal results,etc.Aiming at the above problems,this paper analyzes the causes carefully,and puts forward some improvement measures to solve the problem of performance appraisal of middle-level managers.Like introducing a new OKR(goal and key results method)assessment to the existing performance appraisal system for middle-level managers in OP,so the new assessment system will be closely linked with the enterprise strategy,then standardize the responsibilities of the different division effectively.At the same time,improving the performance appraisal standards,setting up good communication channels,to ensure the healthy and orderly implementation of middle-level management appraisal performance.In addition,the article also summarizes the targeted safeguard measures,mainly including the utilization of the bottom-up target management,the attention paid to the assessment content,division of powers,performance training,the understanding of performance assessment,the feedback communication in the whole assessment process,and the timely correction of assessment standards,finally to make the performance assessment system for middle-level managers adapt to the market development.