Research On The Improvement Of Performance Appraisal Scheme For First-Line Managers In Guangdong Weimengte Company

Guangdong Weimengte Co.,Ltd.is an American-funded enterprise specializing in the production and manufacturing of steel structure rod body.In recent years,with the improvement of domestic and foreign infrastructure projects,the demand for various rod body products has slowed down.At the same time,domestic similar enterprises are booming,and the international political and economic situation is constantly changing,as a result,the pressure on the company’s survival is increasing day by day.In order to cope with the drastic changes in the external environment,the company has adopted a series of corrective actions,such as strategic adjustment,senior management reshuffling,department integration and personnel reduction,hoping to achieve cost reduction and efficiency improvement,so as to enhance the competitiveness of the enterprise in the market.However,in the rectification action,the company ignored the adjustment of the management system related to the first-line managers.In particular,the performance appraisal of the existing first-line managers was inflexible and rigidity,which failed to play an effective incentive role,and even limited the growth and development of the first-line managers to a certain extent.Therefore,it is very necessary to improve the performance appraisal plan.Based on Maslow’s demand theory,expectation theory and equity theory,this paper issues questionnaires to first-line managers and conducts in-depth interviews with their superior managers.Through analysis and research,It is found that the problems existing in the current performance appraisal plan mainly focus on the single assessment index,the incomplete assessment content,the imperfect performance feedback mechanism,and the narrow application of performance results,etc.The main reason for these problems is that first-line managers have insufficient understanding of performance appraisal and do not agree with the company’s assessment model.At the same time lack of scientific evaluation index design.By referring to domestic and foreign reference literature on performance appraisal and introducing performance assessment tools such as KPI and OKR,the paper improved the performance appraisal plan for first-line managers from three aspects of assessment content,assessment process and assessment result application.The improvement research on the performance appraisal program of first-line managers in this paper will reasonably and effectively evaluate the contributions made by firstline managers to achieve the company’s strategic goals,so that first-line managers pay attention to performance appraisal.The improvement research of the performance appraisal program makes the company pay attention to the management of first-line managers to achieve the key performance indicators of the position,but also pay attention to the management of their daily work behavior and the exploration of potential performance,so as to fully mobilize the initiative of the first-line managers,motivate them to continuously improve their work performance and enhance their own work ability,and the goal is to make the performance appraisal of the company’s firstline managers more comprehensive,scientific,reasonable and operable.