Study On Middle Managers Performance Appraisal System Of Petr Hemical Group,Jinxi Branch

As an important means of human resource management,performance appraisal plays an important role in the development of core competitiveness.A good performance appraisal system can not only objectively evaluate the performance of employees,but also help employees continuously improve their job skills,especially for the middle managers of enterprises,they are the concrete executors of enterprise strategy decision and the target of enterprise key training,so it is more necessary to evaluate their work with a perfect and reasonable performance appraisal system.Based on the theory of human resource management and performance management,this paper makes a comprehensive analysis of the problems existing in the performance evaluation of middle managers in jinxi petrochemicals company,and puts forward the improvement plan for improving the performance evaluation system of middle managers.The research shows that Jinxi Petrochemical Company has established a performance appraisal system for middle managers,but has not improved and revised it for many years.Middle managers are generally dissatisfied with the current performance appraisal system and there are growing calls for improvement.The performance appraisal system of Jinxi Petrochemical Company has problems such as single subject,unreasonable period of appraisal,poor process effect of performance appraisal method,unscientific system of appraisal index,unsmooth communication feedback andinsufficient application of performance appraisal results.The main reasons are the lack of understanding of ideas,the imperfect organizational system,the imperfect implementation system and the lack of culture of performance.The performance appraisal system for middle managers of jinxi petrochemical company should be improved from the aspects of clear appraisal subject,rationalization of appraisal cycle,improvement of performance appraisal methods and procedures,improvement of appraisal index system,smooth performance appraisal communication feedback,full application of performance appraisal results.In order to ensure the successful implementation of the re-designed appraisal system,it is suggested to improve the level of ideological awareness,improve the organizational system,improve the implementation system,strengthen the performance culture construction of enterprises and other measures to guarantee.