Research On The Optimization Of Performance Appraisal System For Middle-level Managers In SDJQ Group

With the deepening of the reform and opening up,with the continuous progress of economy and society,the policy of recruiting talents throughout the country continued to bring forth new ideas,fully shows the importance of talent,the future of enterprise competition is the competition for talent.In the personnel structure of the whole enterprise,managers are divided into three levels: high-level,middle-level and grass-roots.Among them,middle-level managers are a relatively large group,and their work is highly specialized,the middle-level managers play an important role as a bridge between the preceding and the following.However,the current performance appraisal of many enterprises can not accurately measure the current performance level of middle-level managers,and can not play a practical incentive role for middle-level managers,which restricts the development of enterprises to a certain extent.So it is very important to do a good job in the performance appraisal of middle-level managers in the development and development of enterprises and good management.Therefore,in the new normal economy,it is urgent for enterprises to attach importance to and strengthen the performance appraisal of middle-level managers,optimize the existing performance appraisal system,and cultivate the core competitive advantages of enterprises.This paper focuses on the optimization of the SDJQ Group’s middle management personnel performance assessment system,combined with performance assessment and performance assessment system related theory and KPI performance assessment law,target management performance assessment method,with questionnaire survey method,field investigation method,Normative research method,etc.Optimize the design of the SDJQ Group’s middle management personnel performance appraisal system.First of all,determine the purpose and significance of the research,access to a large number of domestic and foreign research data,sort out the relevant research.Secondly,through questionnaire and interview,it is understood that the current status of the company’s existing performance appraisal system is not reasonable,the assessment method is not reasonable,the assessor is single,lack of performance adjustment,communication and feedback mechanisms are not smooth,and the assessment results are not sufficient.Wait,and further analyzes the causes of problems.Again,combined with the current actual situation,use theoretical connection to the actual method,optimize the performance appraisal system of the middle management personnel of the SDJQ Group,mainly from the performance goal setting optimization,mainly from the goal setting,rich assessment subject,index and weight reconstruction,assessment cycle adjustment,assessment process optimization and assessment results application diversification and so on.Finally,this paper puts forward the safeguard measures from five aspects: enhancing the attention of the senior management,encouraging the middle level to participate in the formulation of the evaluation scheme,formulating a comprehensive long-term mechanism of performance evaluation and training,and strengthening the construction of advanced enterprise culture.Through this thesis,in order to provide guidance for the performance appraisal of the SDJQ Group’s middle management personnel to help improve the enthusiasm of the middle management personnel,thereby increasing corporate benefits,enhance its core competitiveness.At the same time,similar types of small and medium-sized private enterprises can use for reference,in order to promote the sustainable development of small and medium-sized private enterprises in China.