Study On Performance Appraisal System For Intermediate Managers Of LZLJ Company

Performance appraisal is the core function of human-resources management and an important component is the guarantee of enterprise strategic target decomposition and implementation means. Middle manager is supposed to undertake and ensure the company strategic landing key link, whose enthusiasm, initiative and creativity can be an effective key to the scientific performance evaluation and proper measures incentive measures. Therefore, middle manager as the enterprise strategic target, is able to come true smoothly, while operators can be the core strength of the normal operation and the focus of enterprise performance evaluation.LZLJ Company is a large state-owned enterprises listed companies in recent years。 Through reform and innovation, transformation and upgrading, its operating scale and profitability have a qualitative leap, and it has already achieved innovation scale leap in the development. But the external pressure the company faced with is still severe, particularly the increasingly competitive industry environment and there was a previous model, which aimed to improve the external situation of LZLJ company management level and efficiency to enhance higher requirement for efficiency. In order to ensure their long-term strategic goals to be realized smoothly, the company must use scientific and effective performance appraisal means to maximize motivation and arouse innovative consciousness and decision-making ability of middle-level management group, the graduation report takes LZLJ company as a case study, through the application of the Balanced Score card (BSC) key performance indicator (KPI) method is established based on the enterprise strategic target oriented middle management staff performance appraisal system, and focuses on the strategic objectives of the company and its decomposition in LZLJ control system and middle manager key performance indicator system optimization design. The report is divided into six parts. The first part is the introduction, the paper introduces the background and significance of the research, including the research contents and methods; the second part is the performance appraisal theory, inducing the definition of performance and performance evaluation of the concept, connotation and its effect on the basis of middle management staff performance appraisal, characteristics, application method and measuring content undertook elaborating; third part is about the LZLJ company’s middle manager performance appraisal situation and analysis, including analysis on the LZLJ company’s organizational structure and human resources on the basis of introduction, analysis on the company’s middle manager performance appraisal of the situation, and it puts forward the problems in the examination, strategy oriented recommendation, which is based on balanced scorecard framework, to key performance indicators as the core of LZLJ company middle manager performance appraisal for optimization and system design. The fourth part is about the LZLJ company’s middle manager performance appraisal system optimization design, which is based on the LZLJ company’s middle management staff performance appraisal system design goal, principle, training thought and its foundation of the definition, It defined the LZLJ company strategic goal and department performance target identification step, in order to construct LZLJ company middle manager key performance indicator system; fifth part of the LZLJ company middle management staff performance appraisal system implementation and its strategy。The period of assessment and evaluation standard, communication and feedback and results of application of performance appraisal system implementation are discussed, and it puts forward the guarantee system of effective implementation of the strategy and measure; the sixth part is research conclusion and prospect, induction and it summarizes the research conclusion and main innovative points, and puts forward some suggestions for follow-up research prospect.The establishment of a scientific, systematic, effective middle manager performance appraisal system, on the one hand, can fully mobilize the enthusiasm of the middle-level managers, focus on the LZLJ companies realization of the strategic goal of creating high performance:on the other hand, can objectifies the company middle managers reward and punishment, training, promotion, provide a basis for pay. And by both decision-making and innovations in the management echelon, the enterprise provides the kinetic energy and the source of sustainable development.