Research On The Improvement Of Middle Manager Performance Of NY State-owned Enterprise

In China,state-owned enterprises occupy a dominant position in major industries and key areas,which are related to national security and the lifeline of the national economy.State-owned enterprises are important pillars of the national economy and can guarantee and promote the healthy and virtuous development of China’s economy.At present,there are still some problems in the performance management system of county state-owned enterprises,especially the performance management system for middle managers is not optimized enough.The performance management system for middle managers exists in name only in many state-owned enterprises,the specific manifestation of which is that the incentive and restraint mechanism is not in place,and the performance assessment,result application and result feedback are not fully utilized.As the backbone of state-owned enterprises,middle managers play the role of a connecting link.However,due to the relatively backward performance management system,most of the grassroots employees in county state-owned enterprises still maintain the negative state of "eating from the same big pot" in the past.This paper first reviews the concepts related to performance management and the responsibilities of middle managers in state-owned enterprises,and investigates the current situation of performance management of middle managers in state-owned enterprises NY with reference to relevant domestic and foreign literature.Through questionnaires and interviews,it was found that NY lacked a specialized performance appraisal team,had an unclear performance appraisal process,unscientific methods,limited use of appraisal results,and lacked feedback on appraisal results.The problems were analyzed and optimized one by one.NY’s strategic goals were broken down by financial,customer perspective,internal operations,and learning and growth with the help of the key indicator method and a balanced scorecard to form performance appraisal indicators for middle managers in NY.In order to ensure the smooth implementation of this performance management system optimization,this paper also proposes measures to guarantee human resources,corporate culture,communication channels,and supervision on the discipline.By optimizing the design of NY’s performance management system,this paper establishes an incentive and constraint mechanism for NY’s middle managers,guides them to actively perform their duties toward the company’s strategic goals,stimulates their motivation and initiative to create more economic value for state-owned enterprises,and also provides references for other state-owned enterprises in the county.