Research On Improvement Of Performance Management System Of Middle Managers In GL Company

With weak recovery of the world economy,strengthened supervision of the food industry and overall price rise of raw and auxiliary materials,the market competition is increasingly fierce and the enterprises are faced with unprecedented opportunities and challenges.Founded in 1907,GL is a comprehensive enterprise in food industry.Over the past decade,GL was in a strategic transformation period for the expansion of external business segments and the upgrade of internal management systems.The middle-level managers are the core strength of this transformation and their effectiveness is vital to the enterprise.The Performance Management System is an important management tool to motivate employees.This paper makes an in-depth research on GL through questionnaire survey,interview and literature study.Through the deep analysis for the current Performance Management System of its middle-level managers,many problems are found,such as the lacking of attentions from the top management,the disconnection between performance management goals and strategic goals,confusion of responsibilities due to the lacking of task analysis,without communication counseling and process monitoring,as well as unfairness,unsystematic feedback and missing improvement process due to operation becoming a mere formality.Focusing on what has been found and combining theoretical knowledge of performance management,the Management by Objective,Key Performance Indicator,Balanced Scorecard and other performance management methods are used for reference to develop a performance management system suitable for GL's middle-level managers,on the basis of the strategic analysis,task analysis and process management.The performance management cycle including four sections,namely performance management plan,process monitoring,assessment and evaluation as well as feedback and improvement,aims to facilitate the continuous improvement of the enterprise and promote its core competitiveness,ultimately achieving the strategic goals and the career development goals of middle-level managers.