Research On Optimization Of Middle Managers Performance Appraisal System In SZ Mobile Company

China’s 13 th Five-Year Plan clearly puts forward the concept of "digital China",especially after 2020,in order to help the economic recovery after the epidemic,the government has put forward the national strategic slogan of "5G leadership".With the advent of 5G era,as the basic network providers,communication operators are facing unprecedented fierce competition and challenges.The competition among communication operators is,in the final analysis,talent competition.Performance appraisal is an important component of human resource management.Scientific,efficient and advancing with The Times performance appraisal can form positive incentives for employees,make their growth goals consistent with the company’s development strategy direction,and promote a win-win situation between employees and the company.Middle managers are the backbone of efficient operation of a company.They are the backbone of downward communication of macro-level strategic deployment,development goals and overall planning made by senior managers and upward feedback of work performance,business problems and statistical data of front-line employees.Developing scientific and reasonable performance appraisal plans for middle managers is a key means to stimulate the enthusiasm of middle managers and coordinate their own interests with the interests of the company.It is also an effective strategy to attract new professional high-end talents in the 5G era.In this paper,SZ Mobile Communication Branch(hereinafter referred to as SZ Mobile),a prefecture-level company affiliated to China Mobile Communication Group,is taken as an example.Through literature research,questionnaire survey,case analysis and other research methods,the author analyzes and studies the performance appraisal system of middle managers in SZ Mobile Company,and finds that there are a series of problems in its performance appraisal: Middle managers’ performance is unlinked from corporate strategic goals,performance items and weights are unreasonable,performance execution links are not in place,and performance feedback and follow-up application are lacking.In view of the above problems,this paper combined with common scientific performance methods in academia,such as key performance indicator method,balanced scorecard method and all-round assessment method,and put forward targeted optimization measures to improve the performance assessment of middle managers in SZ mobile:Based on the company’s development strategy and post characteristics,optimize the performance indicators and weights,set up a performance appraisal committee to optimize the performance organization,optimize the evaluation standards and cycles of indicators based on the actual situation,clarify the performance communication and performance appeal process,pay attention to the application of performance results,and build a complete performance appraisal system.Finally,various safeguard measures are adopted to ensure its smooth implementation.The improved performance appraisal system for middle managers of SZ Mobile can better adapt to the talent development strategy of 5G era,promote SZ Mobile company to take talents as the guidance,and further harvest the market dividends of 5G era.