The company is the backbone of the middle-level cadres, career development, the establishment of a high-quality middle management cadre, the company is to enhance the core competitiveness and achieve the strategic objectives of the prerequisites. So, to build a complete, scientific, standardized middle management cadre performance management system, improve the overall quality and efficiency of middle-level cadres is very important.
For a more accurate understanding of the basic situation of the company cadres working attitude, ability to work, job performance, and better guide the cadres behavior, improve performance, the company's personnel selection, job mobility, incentives, training and decision-making basis. January 2015, refinement technology launched mid-level cadres performance evaluation. The evaluation carried out in a democratic way of evaluation by functional department staff assessment, peer assessment in a dry, firm leadership cadre evaluation of three stages, there are three main evaluation index entries 36 minor items, including job performance (achievement degree work, work quality working speed, workload), the ability to work (planning, coordination and communication, organizational skills, guidance control, decision making, job skills) and attitudes (collaboration, lead by example, work attitude, execution, principled, moral deeds ) in three areas, for all middle-level cadres to conduct a comprehensive in-depth, multi-dimensional evaluation. Anonymous evaluation forms, evaluation of information strictly confidential by the Human Resources Department, the evaluation results by the Human Resources feedback to senior and executive leadership, then there is competent leadership feedback to individuals.
The company will draw on the work of the appraisal value, and further strengthen the cadres, establish an innovation, excellence, ability and integrity, meet the business development needs of high-quality cadres.