The Design On Performance Appraisal System Of Middle And Senior Managers For Xiang Lin Group

Performance evaluation is a core of human resource management. Theenterprise creates a practical, scientific, strategic performance evaluation systemthat has become an important issue of business management.The middle and senior managers as the core of human resource have verysignificant impact on the enterprise’s survival and development. How to objective,accurate and comprehensive assess the performance level of middle and seniormanagers that has been the difficulty of the work. According to the actual situationof the enterprise, it designs an effective performance evaluation system for middleand senior managers which have a positive effect on improving the corecompetitiveness of the enterprise.In this paper, Xiang Lin Group as the research object, it can promote theperformance level of middle and senior managers and improve its corecompetitiveness by improving the existed performance evaluate system. The papercomprehensively references performance evaluation of research results at home andabroad, and takes Balanced Score Card evaluation, Key Performance Indicatorsevaluation as a guide.We find several problems in the evaluation work after we analyze the status ofperformance appraisal of Xiang Lin Group, for example, drafting unreasonableperformance goal, the ill-prepared preliminary assessment work, the lack ofscientific basis for evaluation, one-sided pursuit of short-term performance and thelack of systematic performance evaluation, etc.There are several reasons that are the causes of the problem, for instance, themanagement philosophy of the senior manager is outdated, the knowledge of middlemanager is lopsided, the skill of human resource expertise is lack. We think theirworks are nonsequenced and complex, so we should set up a set of hierarchic andintegral performance checking system.we can use the different checking methods tothe different managers.For example, the senior managers may use BSC, the middlemanagers may use integral checking method.After building performance indicator system, we set up a set of scientificinstitutions for performance appraisal system. The paper finally analyzes thepotential obstacles during the implementation of the program. When the enterprise implements the performance evaluation, it should pay attention to create a goodatmosphere of the performance evaluation, and constantly correct performanceevaluation methods, and link evaluate results with incentive mechanism. At the sametime, the paper points out that training all participants, clear division of labororganizations and the dynamic performance monitoring system will protect theassessment operation.Conclusions of this research have a positive significance to improve the existedperformance evaluation system and build the key performance indicators for library.