Research On The Performance Appraisal Of Middle Managers In YF Steel Pipe Company

In pace with the optimum development momentum of Chinese industrial enterprises,the manufacturing industry of steel pipe products and their derivatives once became one of the most speedily expanding industries in the process of China’s industrial modernization and rapid economic growth.However,in recent years,China’s steel pipe industry has been subjected to multiple unfavorable factors,such as international trade barriers and shutdown caused by COVID-19.With a view to surviving,China’s steel pipe industry has created a set of assessment systems of performance management in line with the characteristics of its own enterprises to stimulate middle-level managers’ innovative consciousness and the awareness of striving for the advancement and to drive all employees to carry out technological innovation revolution,thus creating a high-performance development model of enterprises.Therefore,how to design a set of scientific,reasonable,practical and effective performance appraisal schemes that conform to the actual situation for the special group of middle-level managers in steel pipe manufacturing enterprises and carry out effective quantitative assessment of their innovation ability is an urgent and fundamental task.The research object of this study is the middle-level managers of YF Company.After consulting a great deal of relevant literature on performance appraisal at home and abroad,this research method is mainly determined by combining questionnaire survey and one-to-one interview.First of all,questionnaire survey is conducted among the middle-level managers of YF Company.Then,underpinned by the data collected from the questionnaire,in-depth interviews are conducted among the middle-level managers of YF Company.By doing so,the problems existing in the performance system implemented by the middle-level managers of steel pipe manufacturing enterprise are deeply analyzed,including the lack of organic integration of performance appraisal with corporate strategy,the lack of scientific setting of assessment indicators,the need to strengthen the process management of performance appraisal,the failure to create a good performance atmosphere,and the failure to reflect the assessment of innovation ability in performance appraisal.Thus,in accordance with the identified problems and the actual situation of currently YF Company,corresponding targeted measures are put forward.These measures include introducing the evaluation indicator of innovation ability to lay emphasis on the assessment of innovation ability,defining the enterprise development strategy to make it deeply integrated with performance appraisal,optimizing and establishing the performance appraisal indicator of the middle-level managers of YF Steel Pipe Company by adopting key indicator method,and improving and perfecting the existing but incomplete performance appraisal system of middle-level managers in YF Company,so as to further strengthen the process management of performance appraisal,strengthen the performance feedback and communication channels,and enhance the application of performance results,thus current performance appraisal problems of middle-level managers in YF Company can be better solved and effectively applied.