Research On Performance Appraisal System Optimization Of Middle-Level Managers In JT Company

In the era of knowledge economy,talent reserve plays a vital role to be seen as a scarce resource of enterprises.The middle-level manager of the enterprise is a key member of the enterprise talent team,and plays an important role in strategic execution,decision-making consultation,and staff management.However,at present,the performance of middle-level managers in most state-owned enterprises in China stays at a low level.The reason points to the various problems in performance appraisal system of middle managers,which seriously affects the long-term development of enterprises.The JT Company also meets this issue.The performance appraisal system of middle-level managers appears to be the weakness in the development of JT Company.In order to achieve flourishing development,it is necessary to optimize the performance appraisal system,under the goal of cultivating high-quality middle-level management talents with market awareness and corporate responsibility.Therefore,this article takes JT Company as an example to study deeply in its current middle-level management performance appraisal system through interviews,seminars,questionnaires,etc.Five chief problems are found as following:(1)The goal completion rate of middle-level management is low;(2)the performance appraisal index of middle-level management is not scientific;(3)the process of performance appraisal of middle-level management is not standardized;(4)the performance appraisal results do not play an guiding role;(5)the feedback of p performance appraisal is not obvious.And four chief reasons are analyzed to them:(1)the performance target is not specifically subdivided;(2)the analysis of the middle-level management performance is insufficient;(3)the performance appraisal system is not professional enough;(4)the performance appraisal results are not scientifically analyzed;(5)a long-term performance feedback mechanism is not established.According to above problems and reasons,this paper puts forward optimization measures of performance appraisal system in five aspects correspondingly,i.e.appraisal goals,appraisal index,appraisal process,results analysis and appraisal feedback.These Measures are:(1)Clarify the appraisal goals of middle-level management personnel.The enterprise should establish a correct performance appraisal concept,and divide appraisal goals of middle-level management personnel according to the enterprise strategic target,as well as set target depending on the characteristics of their position,and use some incentive measures correctly.(2)Set the appraisal index of middle-level management personnel scientifically.Enterprises should carry out a comprehensive survey in order to set appraisal index for each position and from multiple dimensions.(3)Standardize the appraisal period and process.The enterprise should pay more attention to performance appraisal,and standardize the implementation of performance appraisal of middle-level management personnel,and consider tenure evaluation of them.(4)Give full play to the role of the assessment results.Enterprises should optimize the statistical methods of assessment results and truly play the role of performance appraisal “baton” and “wind vane”.(5)Establish a long-term effective performance feedback mechanism.Enterprises should make full use of the results of performance appraisal to play a role,develop a performance-oriented long-term talent strategy,and establish a talent training system to improve performance based on the company level.In order to ensure the implementation of the performance appraisal system optimization plan effectively,and develop the enthusiasm,initiative and creativity of middle management personnel,as well as enhance the efficiency and promote the healthy and stable development of the company,the following guarantees are proposed: establishing a performance appraisal committee based on the company level,introducing a professional performance appraisal team,establishing a comprehensive appraisal system,establish a sound performance communication mechanism,establishing an effective training mechanism,creating a positive performance culture atmosphere,and developing a high degree of fit with the performance culture.In this paper,an optimization plan of the mid-level management performance appraisal system is proposed on the purpose of solving the pain points in state-owned enterprises reform,especially how to effectively improve the work efficiency of mid-level management personnel.The research results provide general suggestion and reference for the design of mid-level management performance appraisal system in similar company,and make a big significance in the training plan of middle-level management personnel in state-owned enterprises.