Research On Performance Optimization Design Of ZX Bank Kunming Branch

In this day and age, human resources as the first element of enterprise survival and development, has become the core content of modern enterprise management. Salary incentive mechanism that is very important in human resource management system, link also gradually attention by enterprises, and gradually become one of the core of enterprise human resources management. A reasonable and perfect compensation system can promote employees work enthusiasm, on the contrary, unreasonable compensation system can make the loss of talent.ZX bank since it was founded in 2001 in Kunming branch for 14 years. At present, it has 30 outlets, including two secondary branch in Qujing and Dali. It owns nearly one thousand employees, including branch organ has staff of 224 people, the deposit scale has reached 70 billion Yuan, with the main operating indicators leading joint-stock Banks in the province, market share and create profit level of per capita and total lending and deposit are in leading level in the local trade.In recent years, the scale and personnel under the background of rapid development and growth, the branch office as the "heart" of company, playing the increasingly prominent role. The key to the normal and continuous operation of the whole branch is powerful and effective business lines, business management and support department. The important premise to keep the company stable development is to establish a comprehensive and good compensation management system. The pay system of branch office has a relatively fixed distribution system and the implementation process, it’s different with business units directly tied to performance. In this paper, the author according to the 7 years working experience in organs, tries to through the research about organ of ZX bank, Kunming branch, to find out the existing problems and reasons existing compensation system, and uphold the "fairness, incentive, economic, competitive, legal" principle, in the branches of the existing 360 degrees post evaluation method on the basis of the combination of Heidegger’s international evaluation method of job evaluation, the weight of the balanced scorecard, back to the original performance pay schemes are improved, and strive to perfect the existing system of performance pay. At the same time, in the process of implementation of performance pay, the author suggested according to the size of the level of the ability of employees work and contributions, give appropriate benefits, as a complement to the performance pay. New performance of distribution ways, basically can be linked to the assessment results to employees, follow the harder you work, the stronger the ability to work, the greater the performance pay higher principle, makes the distribution of the performance pay more fair, scientific and reasonable. At the same time, to ensure the smooth implementation of the new system of performance pay can, the author puts forward through cultural construction, comprehensive management, software and hardware construction, supervise the implementation, etc., to strengthen the implementation of the system of compensation system after optimization, makes every effort to continuously in the process of practice to be perfect.Due to the author, working life, of course, combined with theoretical knowledge accumulation is limited, in this paper, performance pay inevitably a lot of deficiencies in the design of the optimization system. But the new scheme than the ZX bank of kunming branch organ before implement the performance of the scheme have improved greatly. With the continuous development of the bank, there will be new problems and new situations in the future, will encounter many difficulties and setbacks. So, it is suggested that in the future improvement project of performance pay in-depth study, and colleges and universities, research institutions and other high-tech fields, and combining with real running situation of improvement project of performance pay, explore more in line with the bank of the actual performance improvement project of compensation, in order to comprehensively promote the strategic development of the bank, contributing to the state and society more wealth and value.