Research On The Optimization Of Performance Appraisal Of Middle-level Managers In J Company

Due to the raging of the new crown epidemic,all walks of life have been hit to varying degrees.For enterprises,when their development is greatly impacted by the external environment,they will have more awareness of the importance of human resources and fully mobilize the "people".Subjective initiative,stimulate its inner potential,improve work efficiency,and create greater value for the enterprise,this is a problem that all enterprise managers are thinking about.Human resource management is an important part of an enterprise’s internal management system.Among them,assessment is the most important factor in management effectiveness,which is directly related to whether employees’ work performance can meet expectations and whether the company’s overall strategy can be successfully realized.Scientific and reasonable performance appraisal has a significant effect on improving the efficiency of staff.I made an in-depth analysis of the theories related to performance appraisal,and on this basis,I used questionnaire surveys and interviews with relevant personnel to obtain first-hand real information,so as to completely and accurately grasp the true thoughts of the internal employees of the enterprise.The shortcomings of its performance appraisal are analyzed,and the design is optimized in a targeted manner,so as to provide a theoretical reference for the improvement of the performance appraisal level of J Company.According to the analysis of the survey results,there are many problems in the performance appraisal of the company,such as: the management does not recognize the importance of performance appraisal,and the selected indicators and weights are not scientific enough.Through the balanced scorecard,J Company’s strategic goals are decomposed layer by layer,and a reasonable performance appraisal plan that conforms to the actual situation is formulated.The performance feedback and subsequent adjustment links are supplemented and optimized to make the optimized performance appraisal more practical.,further stimulate work enthusiasm and potential energy,and help J Company achieve high-quality development goals.