Research On The Optimization Of Performance Management Of Middle-level Managers In Xijiang Compan

In recent years,due to the impact of the global epidemic,the tourism industry has been completely suspended,With the change of epidemic prevention and control policies in various countries,the global economy has gradual recovery led to the rebound and growth of tourism demand.The complexity and uncertainty of tourism environment at home and abroad make the recovery and development of domestic tourism facing new challenges.As a traditional tourism company,Xijiang company must carry out product innovation and market innovation in order to enhance its core competitiveness and achieve breakthrough development.Talents is the main body of innovation,innovation is driven by talent in essence.The core of talent team of Xijiang Company is middle management personnel.However,due to the lack of introducing,cultivating and using innovative talent mechanism,Xijiang Company has lost some excellent middle management personnel,and it is difficult to introduce some middle management personnel with higher professional quality.Under this severe challenge,Xijiang Company needs to reform and stimulate the innovation vitality,implement various talent policies,improve the performance management of middle managers,so as to give play to the initiative of talent innovation,improve the innovation vitality,and realize the healthy and sustainable development of the company.In this paper,use the business management related knowledge,combined with the questionnaire survey method,interview method and other methods,focus on the investigation and analysis of Xijiang company middle managers performance management status quo.The problems are as follows: First,the company managers misunderstanding performance management.Only pay attention to performance appraisal,ignoring other links of performance management;Second,the performance appraisal index is not scientific.The reason including the performance appraisal standard,the index design and weight coefficient is unreasonable two aspects.Third,the performance management process is unreasonable.It is mainly manifested in performance goal setting is not scientific,lack of performance management communication and feedback.Fourth,lack the application of performance appraisal results.Performance appraisal results are applied in a single way,not well combined with salary,post,position,training,career planning,etc.,and lack of effective means of performance management and supervision.In this paper,based on the theoretical knowledge of performance management,the comparison of tools and the development process,the role and significance of performance management are further clarified.This paper analyzes and optimizes a series of problems existing in the performance management system of middle managers in Xijiang Company.Use BSC+KPI to set performance assessment indicators,build a scientific and effective performance management system and strengthen the application of performance management results.At the same time,in order to effectively implement the performance management of middle managers,from the organization,system,culture,supervision and other aspects,put forward a series of safeguard measures to further realize the optimization of the performance management system of middle managers in Xijiang Company.