Study On Optimization Of Middle Management Performance Management System Based On Kpi Of Y Company Z Province Branch

More and more practice shows that performance management is not only regarded as a tool for human resource management,but also more applied to the implementation of corporate strategy.An effective performance management system should be able to align the business objectives of the company with the strategic goals.In China today,although many companies have realized this,due to the lack of performance management system or imperfect performance management system,the phenomenon of disconnection between business objectives and business objectives at all levels is still very serious.In the actual economic activities of enterprises,employees in various departments often fight each other and do not fundamentally consider the long-term interests of the company.Therefore,although a group of employees with a high level of knowledge,it is likely to damage the interests of the company and become Obstacles that hinder the further development of enterprises to a deeper level.Taking the Z Province branch of Y Company discussed in this paper as an example,there is still a certain gap between the performance appraisal system setting and the modern human resource management.In particular,the performance appraisal indicators of middle managers are not very good with the overall strategy and business process of the enterprise.The characteristics of human resources management are integrated,and the middle-level manager's salary is not linked to the contribution size and the actual profit of the enterprise.It is only based on the template of performance appraisal,which leads to the lack of pertinence and effectiveness of the performance appraisal indicators of middle managers.The status quo is not satisfied.To this end,this paper based on the design method of job analysis to design the key performance evaluation indicators for the middle managers of the Y company in Z Province.Specifically,the mid-level managers are responsible for job responsibilities analysis to extract KPI indicators,and assign the weights of each indicator according to the company's goals,and then propose corresponding performance managementsolutions and measures.Based on the literature research and case analysis,this paper systematically studies the performance management of the middle managers in the Z Province branch of Y Company.Firstly,according to the research results of predecessors,the concept and characteristics of performance management theory are summarized,and the procedures,methods and measures of enterprise performance management are summarized,which lays a theoretical foundation for this paper.Secondly,based on the analysis of the status quo of mid-level manager performance management of Z Province branch of Y Company,the social survey method is used to explore various problems in the performance management of middle managers of Z Province branch of Y Company,mainly in Y Company.Z Province branch of Y Company pays insufficient attention to the performance management of middle managers,the middle managers have insufficient understanding of performance appraisal management,the performance indicators of middle managers are not scientific,the performance appraisal system of middle managers is not in place,and the performance management of middle managers is guaranteed.Need to improve and other aspects.Thirdly,from Z Province branch of Y Company,the basic principles of performance management of middle managers,the establishment of KPI index system of Z Province branch of Y Company,the extraction of KPI indicators of middle managers,the establishment of KPI weights and performance standards of middle managers,etc.The optimization plan of the middle management performance management system of Z Province branch of Y Company was proposed.Fourthly,the implementation of safeguard measures for the performance management mechanism of the middle managers of the Z Province branch of Y Company was proposed.On the basis of clarifying the performance management procedures of the middle managers of Z Province branch of Y Company,the Z Province branch of Y Company shall formulate the performance plan of the middle managers,establish the performance files of the middle managers,implement the performance budget,and conduct training on performance management methods.Personnel management and performance appraisal,at the same time,we must further improve the management's emphasis on the performance management of middle managers,strengthen the capacity building of performance management institutions,strengthen the participation awareness of middle managers,focus on performance and strengthen the use of information technology,and establish The sustainable development performance management culture forms the core value system of the middle management performance management of Z Province branch of Y Company,and strives to meet the current connotation of the middle management performance management of Z Province branch of Y Company in the current situation.The scientific development and progress of Z Province branch of Y Company.