Design And Optimization Of Performance Appraisal For Middle And Senior Management Of SH Group

In enterprise human resource management performance management is the core module,and performance appraisal is the top priority of performance management.The enterprise continuously stimulates the vitality of employees and promotes the development of the enterprise through performance appraisal.The use of different performance appraisal concepts and tools is often applicable to companies at different stages,and will also bring different incentive effects.Within the company,the implementation of a simple one size fits all performance appraisal scheme will weaken the effect of performance appraisal and fail to play its due role.In particular,because the middle and senior managers have the characteristics of both management and execution,they need to be clearly distinguished from the performance appraisal scheme of grass-roots employees.This paper takes the middle and senior managers of SH group as the research object.SH group is a high-tech private enterprise.In recent years,through continuous development and expansion,SH group has transferred from the development period to the growth period.However,there is a certain contradiction between the company’s management level and the growing development needs,especially in the performance appraisal.Through consulting and studying the system data of SH group,this paper combs the performance appraisal status of middle and senior managers,and makes an in-depth analysis by using the questionnaire.It is found that the performance appraisal of middle and senior managers has some problems,such as unreasonable appraisal cycle,unscientific setting of appraisal indicators and weights,narrow and random application of appraisal results,and inadequate supporting support.The causes of the problems are analyzed.On this basis,through training,strategic publicity and implementation,and clear job responsibilities,the middle and senior managers’ awareness of performance appraisal is improved.Following certain design principles,combined with the existing difficulties and pain points,the performance appraisal system of "business ability+work performance+management ability" is rebuilt with theoretical tools,and the complete PDCA cycle of performance management is improved,Namely,"performance planperformance implementation-Performance Appraisal-performance feedback",expand the application of performance appraisal results,and use organization construction,mechanism and system,training and learning guarantee to implement the performance appraisal scheme.Therefore,how to maximize the enthusiasm of middle and senior managers by optimizing the performance appraisal scheme,so that the performance appraisal scheme can better serve the enterprise Supporting the implementation of the strategy has become an urgent problem to be solved.This paper takes the performance appraisal of middle and senior managers of SH group as an example to study,hoping to help SH group achieve the performance improvement of middle and senior managers,so as to achieve the company’s strategic objectives,and provide solutions to similar problems of performance appraisal of middle and senior managers of other enterprises.