Research On The Performance Appraisal System Of Middle Managers In The Power Supply Company Of C City

As an important means of human resource management,performance assessment plays a crucial role in the cultivation of core competitiveness of enterprises.A good performance appraisal system can not only objectively evaluate the performance of employees,but also help employees to continuously improve their job skills,especially for the middle managers of enterprises.They are the specific executors of corporate strategic decisions and the objects that companies focus on cultivating.A more complete and reasonable performance appraisal system is needed to evaluate its work.Based on this,this paper takes the performance appraisal of middle-level management personnel of power supply company C as an example,comprehensively applies the relevant theories of performance appraisal system.and uses a questionnaire survey to analyze the existing performance appraisal system of middle-level management personnel of C power supply companies through analysis of the current middle layer.The problems existing in the management performance evaluation system of the management personnel are proposed to improve the improvement plan for the performance appraisal system of the middle-level management personnel of the power supply companies in the C city.In the diagnosis of performance appraisal of mid-level management personnel,this article insists that there is no right to speak without investigation,and obtains real and reliable performance appraisal information through the use of access to historical assessment data,questionnaires,etc.,and masters the middle layer of C power supply company.The status quo of management personnel assessment system and its implementation results were summarized and summarized using methods such as induction analysis and comparative analysis.It was concluded that the current performance evaluation system could not meet the strategic needs of the enterprise and could not objectively and comprehensively reflect the performance of middle management personnel.Problems such as the use of too few performance appraisal results lay a good information foundation for improving the performance appraisal system of middle managers.In the design of performance appraisal indicators for middle managers,this paper attempts to combine key performance indicators with balanced scorecards,with corporate development strategies as the knowing,organizational strategy decomposition as the main line,and talent resources as the driving force,drawing a corporate strategy.The map extracts the key performance indicators for the success of the company,and decomposes the performance indicators of the middle managers accordingly.In the decomposition of performance indicators for middle-level management personnel,this article focuses on the full participation of the appraisers,and advocates the use of mid-level management personnel who accept the indicators for discussion and decision.Each mid-level management personnel will fully consider the coordination and cooperation of other departments and positions when accepting performance indicators.Not only can each middle-level management personnel involved in the discussion fully understand the company’s development strategic goals and its own role orientation,and enhance its mission of mission.,but also to ensure the coordination between departments and positions.