新时代生产制造型企业中层管理人员绩效考核优化探究——以S企业为例

Optimization of Performance Appraisal of Middle Managers in Manufacturing Enterprises in the new era:Taking Enterprise S as an Example

制造业是国家生产力水平的直接体现,是区分发展中国家与发达国家的重要因素。中层管理人员对企业的经营和发展具有重要作用,他们是企业战略的执行者、上下管理层之间的沟通者和本部门的领导者。如何对中层管理人员进行科学的评价,对企业管理工作至关重要。通过对S企业中层管理人员绩效考核体系分析,发现存在以下问题:缺乏绩效沟通和培训、考核指标设置不合理、缺乏多元考核主体、考核过程中缺乏有效监督、考核工作流于形式、考核结果缺乏有效反馈以及应用不足。从转变高层管理人员绩效考核理念、完善相关管理制度、提升人力资源管理部门整体业务能力三个方面给出建议,以期为优化S企业及相关生产制造型企业中层管理人员绩效考核体系提供参考。

Manufacturing industry is the direct embodiment of national productivity level and an important factor to distinguish developing countries from developed countries.Middle managers play an important role in the operation and development of enterprises.They are the executors of enterprise strategies,the communicators between the upper and lower management and the leaders of their own departments.How to evaluate the middle managers scientifically is very important to the management of enterprises.Through the analysis of the performance appraisal system of middle managers in S enterprise,the following problems are found:lack of performance communication and training,unreasonable setting of appraisal indicators,lack of multiple appraisal subjects,lack of effective supervision in the appraisal process,manifold appraisal work,lack of effective feedback on appraisal results and insufficient application.In order to provide reference for optimizing the performance appraisal system of middlelevel managers in S enterprises and related manufacturing enterprises,this paper puts forward suggestions from three aspects:changing the performance appraisal concept of high-level managers,improving the relevant management system,and improving the overall business ability of human resources management department.