Research On The Optimization Of Performance Management System Of Middle Managers In HQ Of HJ Group

At present,the international and domestic environment is grim and complex,and enterprises are facing unprecedented development pressure.In order to break the environmental dilemma,solve the development problems and shape the competitive advantage,the core of the enterprise should work hard on the construction of the staff team.Performance management,as an important means of enterprise management and an important starting point of staff team construction,is the key to better stimulate the enthusiasm of employees,improve the overall performance level and industry competitiveness of enterprises,and it is an important work that enterprises must pay attention to and do well.HJ group is a state-owned construction enterprise with a history of nearly 70 years,but its human resource management has just started in recent years,and the system process is not perfect.Especially its headquarters as the core and "brain" of the group,in recent years,the problem of performance management has become increasingly prominent,and the staff turnover is more serious.In view of the key role of middle-level managers in the management and operation of the group,in order to solve the problems existing in the performance management of the group headquarters as soon as possible and give full play to the incentive effect of performance management on middle-level managers,it is urgent to optimize and improve the current performance management system.Based on a comprehensive understanding of the problems existing in the performance management system of middle-level managers in the headquarters of HJ group,this paper optimizes and improves the current performance management system from three dimensions: performance appraisal index system,performance implementation system and performance result application system.In the aspect of performance index system optimization,the general principle is to re screen and design each part of the index and its weight on the basis of retaining the original evaluation content;on the basis of clarifying the group’s development strategy,combing the work tasks and contents of each department in combination with the work responsibilities of each Department,and adopting the KPI design based on BSC as the main body of department performance Content and standard;for the evaluation index of individual democracy,the content is refined,and 360 ° subjective feedback method is used to assess;the weight of each part is mainly determined by expert scoring method.In the aspect of performance implementation system optimization,it comprehensively combs and optimizes the subject and cycle of performance,performance feedback,performance counseling,performance appeal and other aspects,so as to further improve the implementation procedures and processes of performance management.In the aspect of performance results application system optimization,we should strengthen the application of performance results in the selection,appointment and job adjustment of middle-level managers,so as to improve the effectiveness of performance management.Through the above three aspects of work,initially build a set of performance management system which is more in line with the actual situation and development vision of the enterprise.The optimization and improvement of the performance management system of the middle-level managers in the headquarters of HJ group is conducive to solving many problems in the current performance management of the group,improving the work enthusiasm and performance of the middle-level managers,and then promoting the overall work of the group.At the same time,it can also provide a good reference for other positions in the group headquarters and branches to do a good job in optimizing the performance management system.