Optimal Design Of Performance Appraisal Based On Management By Objectives Theory

In today's economic globalization,the competition of enterprises is,in the final analysis,the competition of talents.The development and utilization efficiency of human resources affect the development of the company.Human resource management is a key factor to improve the performance of employees and enhance the core competitiveness of the company.Attach importance to the potential value of human resources,combined with the company strategic goals and staff development need to develop effective human resource management measures,implementation of rewards and punishments and constraint mechanism,coordinate the relationship between the organization and fully activate the staffs initiative and creativity,is a company in the fierce market competition seek survival space and the important measure of sustainable development opportunities.Middle managers is the company's top managers and the communication link between the grass-roots management personnel,responsible for communicate and implement decisions,as the backbone to maintain the operation of the company,based on the middle managers to set scientific and reasonable management objectives and performance appraisal system is the company's growth and development of continuous power source.According to the requirement of the company for the middle managers and goal setting performance appraisal types and procedures,clear performance evaluation incentive method,fully arouse the work enthusiasm of middle managers,promote the organization managers to achieve collective value consensus and improve the company's internal personnel management efficiency and quality.In recent years,with the supply-side reform of the steel industry,the operation of company A is not ideal,the competition pressure of internal employees is soaring,and some middle-level managers are in A state of panic and unadaptability.Company A middle-level cadres in A flow pattern is given priority to with natural attrition,through the knockout,at the end of the annual performance evaluation results to performance by the heavy historical burden and complicated human relations,the company stock is slow digestion cadres,target management relative lag of the middle-level management team.In this paper,A company middle managers performance evaluation system is optimized design research,based on the target management to optimize the existing performance evaluation system has A good mass base,is conducive to improving the quality of human resource management and organizational operation efficiency.Selection according to the framework plan formulation,set up evaluation scale,performance goals,and feedback the inspection result,effect evaluation and optimization of process system optimization design,advocating "green performance" for A company,alleviate personnel disputes and conflicts,between the middle managers group effectively sound human resource management plan,realize the goal of humanistic management to provide the reference.Through to the steel industry in A larger scale,high-profile company A middle-level cadre performance evaluation system for research,to analyzes the deficiency existing in the cadre management by objectives,designed on the basis of considering the actual operating company help to complete the organizational goals of performance appraisal system,incentive middle-level cadres self control,help the company to achieve the total goal.Other large iron and steel enterprises can learn from the design concept and method of performance appraisal system of company A to strengthen the management of cadre talents,reduce the loss of middle-level management talents,and strive for competitive advantage.