Research On Performance Appraisal Of Middle-level Managers In HN Printing Plant

As the first resource to grasp the survival of enterprises,human resources have attracted more and more attention from entrepreneurs and managers.Performance assessment is the most important way to evaluate human resources.Middle-level managers are the mainstay of the enterprise as the key to upload and order.How to evaluate their work ability and achievement accurately through scientific and effective performance appraisal scheme,make their work enthusiasm further enhance,promote the realization of enterprise strategic goal,is the key point of enterprise human resource management.The paper researches the implementation of performance assessment for mid-level management personnel of HN post and telegraph printing plant by combing and consulting relevant performance assessment theories at home and abroad.The data are collected and analyzed by questionnaire,and a series of problems in middle level performance appraisal are found.By exploring these causes,combining with the theoretical research and analysis results,based on the current situation of HN post and telegraph printing plant.It clarifies the objectives and principles of mid-level management personnel performance appraisals.It re-determines the assessment index,refine the index weights and standardizes the assessment process by the key indicators method.It discusses the steps and points of implementation as well.At the same time,it puts forward the guarantee measures for the implement of the performance assessment program from the perspective of the improvements of the high-level management personnel concepts and the human resources system,etc.This paper carries out the research on the performance appraisal of middle managers,solves the problems existing in the performance appraisal of middle managers in HN post and telegraph printing plant,and has practical significance to enhance the scientific and humanized performance appraisal of enterprises,and to the related industries,The improvement of the performance appraisal of middle-level managers in the same scale enterprises can be used for reference.