Research On Improvement Of Mid-Level Managers Performance Appraisal System Of Hd Company

With the era upcoming of21th century, mutual competition among the enterprises both in terms of breadth and depth,has reached an unprecedented degree of fierce. the growing trend of competition among enterprises is:more and more enterprises compete from previous "hard power" into "soft power",the "soft power" is charactered by excellent enterprise culture and advanced human resource management system. As we all know,Performance appraisal acts as a key part in the human resources management, Performance appraisal is only an objective method,there is no better and worse in itself,the best performance appraisal method for a corporate is to suit its reality,after all,"suits own is best".Therefore, it is meaningful to establish a performance appraisal system which fits enterprise’s reality well and evaluate employee’s working performance fairly and objectively. What’s more, the research outcomes can be popularized and used by other SMEs, therefore, the reference value is significant.The purpose of this paper is trying to improve the present performance appraisal system which fits enterprise’s reality well,taking modern performance appraisal methods.On introducing HD company,firstly,talks about the basic profile and organizational strucrure.Due to the research object is mid-level manager in HD company,so it is detailed to analysis all levels of mid-level manager.To solve the existing problems of mid-level manager in HD company,this paper proposes a series of measures. Sampled as the R&D department,the most important contributions are "establishing the360-degree feedback, introducing the balanced scorecard appraisal method,calculating the key performance indicators’weight scientificly".Compared with the past performance appraisal method,this new-style performance appraisal programme based on the Balanced Scorecard has obvious advantages,such as,in close with the company’s development strategy, the full range of performance subjects, scientific distribution of appraisal target weight, standardization of the appraisal process,etc.The conclusions of this paper is, mid-level manager acts as the "backbones" of a company, they play a crucial role on enterprise performance and sustainable development. After analyzing the present situation and existing problems of performance appraisal system belongs to mid-level manager from HD company, the paper ultimately determines to introduce the balanced scorecard method to improve and proposes six great conceptions; Meanwhile, taking the R&D department as an example, fishbone diagram method has been used to obtain the key performance indicators;Using the analytic hierarchy process,the establishment of the key performance indicators will be reasonable and fair.therefore, it is helpful in establishing a modern human resources management system for HD company and promoting the company’s overall performance.