The Study Of The Middle Level And The Grass-roots Employee Performance Appraisal Improvement Of The XL Industrial Group

With the rapid development of China's economy,private enterprises are constantly upgrading both in scale and speed of development.For many private enterprises,performance appraisal management is an important part of enterprise management,not only related to the interests of employees,but also can help enterprises form a stable internal working state,reduce the turnover rate of employees,external can enhance the image of the enterprise,to build a reasonable system for the company to attract talent.In this paper,the current human resource status of XL industrial group(hereinafter referred to as industrial group)was investigated and calculated.Research,comparison and analysis of basic data related to gender,age,education and working years of grassroots and middle class employees in industrial groups.The forms,methods,processes,feedback and other links of performance appraisal are analyzed to find out the existing problems and causes of performance appraisal.In particular,the initiative of employees and leaders in performance appraisal analyzes the factors that may affect the failure of performance appraisal of employees and leadership.Secondly,different methods of performance evaluation are designed for middle level and basic level respectively.The original KPI assessment method was not adopted to meet the requirements of the middle-level personnel assessment,but the improved 360 assessment method was adopted,which is more conducive to the selection and appointment of cadres.And the matrix model is designed from the multi-dimensional,more scientific and effective to complete the assessment of middle-level cadres.The target management method is adopted for grassroots employees,all indicators are redesigned,the index database that can cover all indicators is sorted out,and more targeted indicator evaluation criteria are proposed.It is worth mentioning that in the whole performance appraisal process,the coordination model of middle level and grassroots level was designed,the relationship between them was reoriented,and the original performance appraisal system was optimized and improved,making it more consistent with the company's strategic development needs and more adaptable to different levels of personnel.Finally,based on the objective requirements and implementation path of the improvement plan,this paper starts with possible problems,and puts forward a complete implementation guarantee strategy for the implementation of the improved performance assessment program.