RESEARCH ON THE PERFORMANCE APPRAISAL SYSTEM OF MIDDLE MANAGERS IN CONSTRUCTION COMPANIES
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Abstract
First, the company will analyze the assessment status and determine the appropriate performance assessment method. Next, job descriptions for middle-level management positions such as general manager, deputy general manager and heads of departments will be established based on strategic development objectives, business objectives, specific business processes, and working characteristics of the enterprise. After analyzing each job position, specific assessment contents and key performance indicators will be established for each post. The weight factor method will then be used to assign the weight of each index, and finally, the specific performance appraisal table of each post will be formed. Specific performance appraisal standards will also be set for attitude and ability items. In order to ensure the accuracy of the performance appraisal results, the appropriate performance appraisal subject of Suzhou Construction Engineering Group Co., Ltd. will be selected. Lastly, a performance appraisal result evaluation model will be designed to evaluate the effectiveness of the final performance appraisal results and determine the performance appraisal cycle.
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References
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