Research On Performance Appraisal Optimization Of Middle-level Managers In ZCBY Company

With the economic globalization and the transformation from economic development to information mode,the competition among enterprises depends more on the competition of human resources.Enterprises in the fierce market competition to stand firm,and in the crevice for survival,development,it is necessary to give full play to the advantages of various talents in enterprises.The middle-level managers are the backbone of the enterprise,the cornerstone of the enterprise,they play an important role in the enterprise as both manager and executor,and play a vital role in the enterprise’s sustainable high-quality development.At present,under the influence of the environment protection policy and the repeated epidemic situation of new crown,the machinery manufacturing enterprises in our country are facing great pressure to survive in the fluctuating market demand and competition.How to evaluate the work ability,performance and responsibility of the middle-level managers accurately by implementing the scientific performance appraisal of the middle-level managers,which is in line with the current situation of the production and operation of machinery manufacturing,it is not only a difficult problem to be solved,but also a subject of great significance to arouse and bring into play their enthusiasm,initiative and creativity.ZCBY company is a machinery manufacturing enterprise,with a strong overall quality,age structure reasonable middle-level management team.In this paper,ZCBY company as the research object,on the basis of consulting the performance appraisal literature and mastering the relevant theories and methods of performance appraisal,using the method of literature research,investigation and interview,first of all,a detailed survey was conducted on the status quo of the performance appraisal of middle-level managers,through the investigation,it is found that there are some problems in the performance appraisal of middle-level managers,such as unreasonable setting of performance appraisal index,inadequate communication and feedback in performance appraisal,and inconspicuous application of performance appraisal results.To solve these problems,using performance indicator and balanced scorecard,this paper optimizes the performance appraisal of middle-level managers from the aspects of index setting,index weight,scoring standard and result application.In addition,the paper puts forward the guarantee measures from four aspects,such as organization construction,system construction,culture construction,communication and propaganda construction,to provide guarantee for the implementation of performance appraisal optimization.Finally,the main research work of this paper is summarized,and the possible shortcomings of the paper are put forward,and the future research of this topic is prospected.I hope that this study can provide a reference for the optimization of performance appraisal of middle-level managers,at the same time,this study also provides a reference for similar enterprises.