Research On The Optimization Of Performance Appraisal System For Middle Managers In A Branch Of China Unicom

The middle management of an enterprise is the main body of management,organization and execution that guarantees the normal operation of an enterprise,and it is the middle force in the management of the enterprise.As a state-owned ship manufacturing enterprise,A has been engaged in civilian shipbuilding business for many years.In more than two years after the company’s equity change,A’s civil shipping business is facing a strategic transformation and upgrading.The transformation and upgrading of the business sector requires stronger leadership and management capabilities.The strength of leadership ability directly determines whether the company’s main responsibilities and main businesses can be realized,and thus has a key impact on the company’s future strategic business transformation.In the performance appraisal practice of middle-level managers,A Company gradually exposed problems such as insufficient incentives and ineffective reward and punishment mechanisms.How to effectively use the scientific performance appraisal theory to optimize the company’s performance appraisal system and to achieve an effective balance between the pursuit of technological innovation and performance appraisal has become one of the important topics in the realization of the 14 th Five-Year Development Plan of A Company.This paper takes the optimization of the performance appraisal system for middle managers of A company as a research topic.Select the goal setting theory and Porter-Lawler’s expectation theory as the backing,and choose the interview method as the method of empirical analysis.The optimization plan includes four aspects: firstly,enhancing the practicability of performance appraisal indicators by means of detailed appraisal indicators,clear indicator definitions,and enriching appraisal connotations;secondly,establishing performance appraisal tracking files to timely understand the completion of performance appraisal and dynamics,adjusting the appraisal plan to further improve the smoothness of performance appraisal communication;thirdly,enriching the appraisal subject,realizing the diversification of appraisal dimensions,and breaking the inertial thinking;finally,increasing the frequency of performance appraisal and reducing the performance appraisal span.In addition,in order to ensure the effectiveness and practicality of the optimization plan,this article has formulated a series of safeguard measures for the optimization plan from four levels: organizational strategy,corporate culture,talent training and information technology.At the level of organizational strategy,it is pointed out that the transition to higher strategic equipment is based on the top-level design as a starting point to promote the optimization and adjustment of internal organizational structure and the reintegration of various departmental resources,thereby providing suitable soil for the implementation of business sector transformation;at the corporate culture level,through a variety of methods to increase the publicity of the concept of performance appraisal,to create a good corporate culture atmosphere;in terms of talent training,it is emphasized not only to pay attention to the construction of the company’s internal performance management talent echelon,but also to actively introduce high-quality from the outside Compound talents;at the level of information technology,it is recommended to introduce special performance data collection and statistical analysis software and management systems to realize the automation of information technology and management in the enterprise performance appraisal.This article takes A company’s existing middle-level management personnel performance appraisal system as the research background.At this stage,A company performance appraisal is still in the early stage,and there are many imperfections in the process.Therefore,this paper improves the performance appraisal system of middle management personnel in the general direction,without further exploring in detail,which restricts the depth of the research to a certain extent.However,looking at the research ideas of this article,starting from the perspective of the performance appraisal practice of middle-level managers in A company,under the guidance of theoretical foundation,investigate and explore the existing problems of the middle-level managers’ performance appraisal system,and finally give a systematic optimization plan.This has certain reference significance and practical value for state-owned production-oriented enterprises undergoing strategic business transformation.