Research On Performance Evaluation Optimization Of Middle And Senior Managers Of SF Company

The importance of performance management in modern enterprise management has become a consensus.In the practice of enterprise management improvement and change,performance management has become a key link.Performance evaluation is often the difficulty and focus of performance management.It is based on the corporate strategy and the benefits of employees.It has received the highest attention in the internal management of the company.The middle and senior managers are the core talent resources of the organization.Optimizing the performance evaluation of middle and senior managers and constructing a scientific and effective performance evaluation system for them is of great significance to improve the overall performance capability and performance level of the organization.This thesis studies the optimization of performance evaluation of middle and senior managers of SF company.SF is a livestock company in the high-speed growth period.In recent years,the company has developed rapidly,its scale is growing,and its employees are more and more.However,the management level and ability obviously lag behind current and future development needs,and performance evaluation is the focus of conflicts in enterprise management.Through on-the-spot investigation,the status quo of middle and senior managers and the status quo of performance evaluation were sorted out.Through interviews and questionnaires,the performance evaluation of middle and senior managers was analyzed in depth,and the main problems were obtained:the evaluation subject was improper,the purpose was single,the tools were not clear,the period was unreasonable,and the indicators and standards were not scientific,and evaluation results are not fully utilized.On the basis of analyzing the causes of the problems,the optimization design was carried out from the aspects of the ideas,principles,tools and implementation.And the supporting measures are proposed from the aspects of institutions,system processes,training development and talent support.After research,the following conclusions were drawn:Performance evaluation is a complete management closed loop.It based on evaluation purposes,in accordance with evaluation indicators and standards and processes,and ultimately through the application of the evaluation results to achieve performance improvement and management improvement;When determining the evaluation indicators,the indicators should be decomposed from the horizontal and vertical angles;Each stage of performance evaluation has different priorities:the early stage is the determination of indicators and standards,the process is performance communication and coaching,and the end is performance improvement;The performance evaluation of middle and senior managers should be highly consistent with the organizational strategy and always serve the strategy;Reward and punishment is not the purpose of performance evaluation.The essence of performance evaluation is to achieve employee motivation and performance improvement,and ultimately promote strategic realization and employee development.The main innovations of this research are as follows:the evaluation indicators broke through the limitations of vertical decomposition only from strategic objectives.That is to say,in addition to obtaining indicators through decomposition of strategic objectives,it is also necessary to be determined from organizational synergies.The second is the selection of evaluation tools,breaking the limitations of the single use of tools,and using the key performance indicator based on the balanced scorecard.The research of this thesis not only achieves the performance evaluation optimization of middle and senior managers of SF company,but also provides a reference for the performance evaluation of other livestock enterprises.