| With the advent of the era of knowledge economy and the increasingly fierce marketcompetition, The effective utilization of human resources, as the competitive advantage ofbusiness tool has been valued by more and more enterprises.Enterprise human resourcesmanagement is an organic system, in which performance management occupies a coreposition, plays an important role and coordinate well with other parts in the system.Performance appraisal is a key aspect of performance management, which plays an importantrole in scientific human resources management system, recruitment, upgrading of employeeperformance improvement, corporate management improvement, and the improvement of theenterprises’ core competitiveness.In recent years, China’s banking industry has grown rapidly. With the challenge offoreign banks, it has been a tough problem for the inferior banks to compete in the fiercemarket and take an advantage of the talents. In this paper, we make an analysis systematicallyon the state of DongYing bank Binzhou branch with the status quo of China Postal SavingsBank and use of basic theory of modern performance appraisal. On the base of above analysis,we revealed the fundamental questions of performance appraisal, that is incorrect positioningperformance appraisal. They just take the performance appraisal as a interest distribution,which resulted in lack of feedback and in-adequate use of performance improvement an thekey aspects.Based on the main problems of DongYing bank.Binzhou branch, firstly, were-positionthe performance appraisal and improve enhancement of performance in order to take the staff career development as the main purpose of performance appraisal. This paper hightlight theadaptability, feasibility and operability of the design in order to provide bank-firmperformance appraisal system a reference,enhance the bank’s core competitiveness and vitality,and promote the sustainable development of enterprises so that they can compete well in thefierce market. |
