Design And Research On Performance Evaluation Of HG Middle Level Management

Human resource，as the first resource, plays more important status inmodern enterprise management. Performance evaluation as a foundationand core of human resource management, implementation of performanceappraisal and focusing on improvement of performance appraisal arethe important guarantee for the enterprise continuous enhancecompetitiveness and development in an increasingly competitive markettoday. Performance evaluation remains as a hotspot of modernmanagement scientific study, especially for state-owned enterprises. Atthe same time, the performance evaluation of middle level management isone crucial indicator for management of state-owned enterprises. As aresult, it is particularly important to effectively guide the performances ofmiddle level management in state-owned enterprises, improveenterprises’ product and operation ability, successfully realize strategicgoal and establish and implement the scientific and reasonableperformance evaluation system. This essay has analyzed reason ofdeficiencies of middle level management that existed in HG currentperformance evaluation system with aims to provide feasible analysis forthem from actual and propose improving measure through case analysis literature retrieval method, the experience summary method, inductiveanalysis, qualitative and quantitative analysis. It has focused on theapplication of KPI theory, combined with the distributions of middlelevel management and post elaboration of HG, and separately establishedperformance evaluation index system for middle lever management of HG.Key performance evaluation indicator which connecting with vice onesby formula has been put on principal middle level management.Furthermore, performance evaluation score will be accounted into thesalaries and took as the basis of elimination according to the360°evaluation method. Based on the implementation of performanceevaluation system with constant supervisions and improvements, a set oftrial measures which are applied to the current situation of HG Companyhave been set. Influencing factors which are possible appear after theperformance evaluation schemes in middle managers, how to get rid ofresistance factors and support performance evaluation system cansuccessfully implement have been further analyzed. Finally, performanceappraisal results are timely feed back and be used in salary, benefits, jobadjustment, training and development, career planning, job descriptions,and so on. The application of evaluation result provides an effective basisfor the future implement of human resource management.