Research On The Performance Evaluation System Of Middle Managers In Yichuan Electric Power Group

As an important means of human resources management,performance appraisal plays a vital role in cultivating enterprises' core competitiveness.A good performance appraisal system can not only objectively evaluate the performance of employees,but also help them to continually improve their job skills,especially for the middle managers who are implementers of enterprises' strategic decisions and important objects of training.Therefore,it is necessary to design a sound and reasonable performance appraisal system to evaluate the middle managers' work.Taking the Yichuan Power Group as an example,the paper uses comprehensively the theories of performance appraisal,analyzes empirically the problems of the existing performance appraisal system,and puts forward the improved scheme of the performance appraisal system of middle managers.To diagnose the performance appraisal problems of middle managers,the paper insists the method of investigation in detail,specifically by collecting the historical assessment information,issuing a questionnaire and visiting the senior staff,to obtain real and reliable performance appraisal information.This paper summarizes the status quo and the implementation effect of the performance evaluation of the middle managers in the Yichuan Power Group,and uses the methods of inductive analysis,comparative analysis and so on,to find out the problems of existing performance appraisal system.The problems include that performance evaluation indicators and strategies decouple,performance appraisal lacks of interviews and feedback procedures,weights of assessment indicators are set unreasonably.To design performance appraisal indicators of middle managers,this paper combines the methods of KPI and balanced scorecard,based on the enterprise's development strategies,draws a strategy Map,extracts the key indicators to determine the success of the enterprise and also forms an effective indicators-refining procedure.In addition,AHP method is used to calculate the weights of indicators,by building up a hierarchical structure model,constructing a judgmentmatrix and carrying on a consistency test to reduce the subjectivity of the evaluation.To decompose the performance appraisal indicators,the paper focuses on the participation of examinees in the whole appraisal process.When choosing performance indicators,each middle manager will take full account of coordination with other departments.From the overall point of view,the method of emphasizing the involvement of responsible departments and persons will not only make each middle manager to fully understand the enterprise's development strategy objectives and their role in their positions,to enhance the sense of mission and responsibility,but also effectively ensure coordination between departments.As for the implementation environment in the performance appraisal of middle managers,the paper emphasizes the improvement on the original appraisal system,and respects the pioneering spirit of the enterprise.The comparison between the key performance appraisal indicators that this paper abstracts and the ones currently used by the enterprise,shows that the performance appraisal system has been improved to balance the short-term and long-term interests.The paper emphasizes maintaining the original harmonious atmosphere of the enterprise,reducing the proportion of democratic evaluation indicators,and minimizing the impact of democratic evaluation on interpersonal relationships.