Research Based On Optimization Of Performance Evaluation System For Middle Managers In ZCBY Company

In today's world,the competition between enterprises is essentially the competition of human resources.If an enterprise wants to be invincible in the fierce competition,it must think of ways to give play to the strategic value of human resources in the enterprise.As one of the company's valuable human resources,middle managers play a special role as both a leader and a subordi nate in the company,and play an important role in the stable development of the company.How to make a scientific and efficient performance evaluation plan,accurately evaluate their work ability and performance,and further improve their work enthusiasm,this is the focus of the company's attention.This article first summarizes the overall situation of the ZCBY company and the basic situation of the performance evaluation of the company's middle managers.Subsequently,through interviews and questionnair es,the following problems were found in the performance evaluation of the current middle managers in the company: the lack of the main body of performance evaluation supervision,too general setting of performance evaluation indicators,the lack of analysis of the duties and responsibilities of middle manage rs,the performance evaluation goals and the company Strategic goals are inconsistent,performance appraisals do not accurately reflect the capabilities of middle manage rs,and lack of communication and feedback on performance appraisal results.In combination with the actual situation of company performance assessment,this article analyzes the causes of these problems,that is,the lack of attention of senior managers on the importance of performance assessment,the lack of a professional system performance assessment structure,and insufficient training of performance assessment participants.Aiming at the problems found in ZCBY's performance evaluation system for middle manage rs,a related optimization plan was proposed.This article mainly uses the balanced scorecard method and key performance indicator evaluation method to extract the content of indicators,determine the company's development strategy and strategic performance goals,conduct post analysis,design performance evaluation indicators at all levels,and use the weight factor judgment method to calculate the index weight.At the same time,clarify the responsibilities of the evaluation subject,and strengthen the improvement of the feedback and application of performance evaluation results.Finally,the guarantee measures for the implementation of the performance optimization plan are put forward,which are carried out in four aspects: increasing the attention of senior management on performance appraisal,building the company's performance appraisal culture,strengthening the training of performance appraisers,and establishing and improving performance management systems.This article combines the job responsibilities and specific work of ZCBY's middle managers to further optimize the content of the performance appraisal system and facilitate practical operation.It has certain reference significance for improving the performance appraisal management of ZCBY company.At the same time,the study of this subject also provides some experience for similar companies in the industry.