Research On Performance Appraisal Optimization Of Middle Inner Mongolia XX Mining Company Market Operation Department

Human resource management is one of the most important tasks in an enterprise,directly affect the business objectives of the enterprise can be completed,performance appraisal is the key link of human resource management,good performance appraisal can stimulate the enthusiasm and motivation of employees,to promote the realization of the goals set by the enterprise.The accuracy of appraisal directly affects the final effect of performance management.In the enterprise human resources,the middle managers play an important role,and the performance appraisal for the middle managers has begun to be valued by more and more companies,but the academic research on this issue is still a little scarce.Many enterprises still assess middle-level managers in the way of assessing ordinary employees,so that the incentive effect of performance appraisal is extremely limited.This paper takes Inner Mongolia XX Mining Company as an example.Based on the analysis of the company's situation,internal organizational structure and middle management personnel,this paper analyzes the problems and causes of the performance evaluation of Inner Mongolia XX Mining Company by means of questionnaires.For example,the market operation department constructed a middle-level manager index system based on the balanced scorecard method,and obtained the weight of each indicator by using the analytic hierarchy process.The middle-level personnel indicator evaluation system was constructed to lay the foundation for the realization of the company's strategic goals.The results show that:(1)The performance evaluation of the middle management of Inner Mongolia XX Mining Company has the following problems: management does not understand the details of performance appraisal,the effectiveness of the appraisal system needs to be improved,the consistency of indicators and strategies is low,and the appraisal procedure The integrity is lacking.The reason is that the enterprise leaders do not pay attention to performance appraisal,the performance appraisal mechanism is imperfect,the performance appraisal is out of line with the company's strategic goals,and the assessment lacks feedback and application.(2)Based on the principles of science,practicability,effectiveness,consistency of powers and responsibilities,and the principle of difference,the article first examines the feasibility of selecting the balanced scorecard for Inner Mongolia XX Mining Company.Then,from the four aspects of financial dimension,customer dimension,internal process dimension,learning and growth dimension,a new system for performance evaluation of middle managers is constructed.Finally,the implementation of performance appraisal based on the balanced scorecard method is expounded.(3)In order to ensure the implementation of the performance appraisal system based on the balanced scorecard method,the following points must be achieved: establish a strategic awareness of all employees in order to implement the assessment function,improve the organizational structure of the enterprise in order to clarify the distribution of powers and responsibilities,and establish a communication with all employees.Channels to collect assessment feedback and value performance assessment results in order to improve the effectiveness of the assessment.