In State-owned Enterprise Middle Managers Performance Evaluation Problems And Countermeasures

Performance evaluation of this concept originated in the west, after decades ofdevelopment, the current performance appraisal has become a mature managementsystem, but many assessment methods and models vary from place to place, China isdifferent from that of the west, for our own performance appraisal system. Accordingto the existing in the human resources performance management performanceappraisal of the state-owned enterprise of our country, combining with the design ofChina Unicom in middle management staff performance appraisal system of Fcompany as the main target of. Through the research on the theory of performanceappraisal methods of analysis, using the method of combination of theory and practice,the China Unicom F company middle management personnel performance evaluationstatus of the current are analyzed systematically and comprehensively, pointed outthat China Unicom F company performance appraisal problem, the use of inductiveanalysis method, and puts forward solutions and suggestions and countermeasures, inorder to provide the beneficial attempt, guiding significance to the reform of humanresources in state-owned enterprises. The content of this paper is divided into fourparts:The first part is the introduction. Objective and significance of the research athome and abroad as well as the present research situation of performance appraisal ofthe research content of this thesis, the overview. Based on existing theories, and thestatus quo of middle-level managers in state-owned enterprises in China, the currentperformance appraisal analysis of the problems, then the problems put forwardsuggestions and countermeasures.The second part is the related concept of performance appraisal is introduced. Toillustrate the concepts of performance appraisal system and its significance, andsummarizes the research achievements home and abroad, research the difference athome and abroad, and the significance of the middle management personnelperformance evaluation in human resource management of state owned enterprises.The third part is the research into a deeper state of middle management personnelperformance evaluation of state owned enterprises and the problems of the. China’srapid development in recent years, the achievement about the performance appraisalof human resource management in the state-owned enterprises has been improvedsignificantly, at the same time, in the process of development, there have been many problems, these problems are not conducive to the further development ofperformance appraisal, have a negative influence on the development of state-ownedenterprise in china.The fourth part discusses through before, put forward to solve the problem ofperformance appraisal and evaluation system of middle level managers in state ownedenterprises countermeasures and suggestions, in order to achieve the function andsignificance of the development of state-owned enterprise performance appraisalbetter.This paper takes China Unicom to design the performance appraisal system of Fcompany as the main object of study. Through the analysis of relevant theory ofperformance appraisal, using the method of combining theory and practice, the ChinaUnicom F company middle management personnel performance evaluation status ofthe current are analyzed systematically and comprehensively, pointed out that ChinaUnicom F company performance appraisal problem, the use of inductive analysismethod, analyzes the causes of the problem aiming at the problem, to study thesolution. This paper aims to analyze the branch of China Unicom F middlemanagement staff performance appraisal problem, and the causes of the problems,and put forward the measures and suggestions, with a view to state-owned enterprises,human resources of middle management staff performance appraisal reform attemptsto provide guiding significance.