Research On The Performance Appraisal Of Middle Managers In Group A

The strategic objectives,decision-making and management of enterprise development can not be separated from the management personnel of the enterprise.It can be seen that the management personnel of the enterprise has a very important significance for the development of the enterprise.It can be seen that the most important task for enterprise human resources management is to establish a complete,scientific and college performance management system,which on the one hand helps to stimulate the enthusiasm and responsibility of enterprise employees.On the other hand,it is more helpful to achieve the strategic development goals of enterprises,thus promoting the significant improvement of the efficiency and performance of enterprises.In the practical research,this paper combines an example-the performance evaluation of the management personnel of Group A,and first systematically grasps a series of theoretical systems such as performance management and performance evaluation on the basis of collecting and consulting relevant advanced documents.Based on the development of human resources management in modern society,this paper focuses on the systematic analysis of the current corporate strategy of Group A companies and the existing problems in the performance evaluation of middle managers and related factors.The final results show that the performance feedback is improper,the evaluation method is single and the index setting is not scientific.Then according to the problems mentioned above,based on the application of related compensation management theory,360-degree evaluation method,and performance management theory,it is optimized and improved from various aspects such as performance assessment method,calculation,index and weight setting.Finally,it realizes the construction of the management personnel performance appraisal optimization system that conforms to the development status of Group A.At the same time,according to the specific development situation of Group A,it also put forward the relevant contents such as optimizing the performance-based training system and establishing a supporting compensation distribution mechanism,so as to further ensure that the performance evaluation system can be maximized.Promote a company's management performance and management effectiveness.The improved performance appraisal system is more scientific and efficient.On the one hand,it helps to achieve a significant improvement in the overall understanding and emphasis on performance appraisal,and breaks down the original single inspection method barrier.To further realize the richness of assessment methods and levels,we can assess the performance of employees in enterprises from many aspects and multiple perspectives,and at the same time,it is more conducive to the establishment of a good relationship between the subject and the person being assessed.In the link based on good communication and communication,it is more helpful to make each other understand the advantages and disadvantages in the work,so as to further improve the performance ability of both parties and achieve win-win results.