How To Improve The Performance Evaluation System In Heilongjiang Ever Bright Bank

Commercial bank is a nonprofit enterprise which operates financial products and provides high quality financial services for customers, its development and expansion is also relying on employees’ positive efforts on work.Only the people-oriented managerial means and methods concerning human resources can fully explore the staffs working ability of making value for enterprises.And whether the level of performance evaluation system is scientific or completing is the important factor which decides the managerial quality on human resources of commercial bank.Heilongjiang Ever bright Bank is one of the branches set up in Harbin belonging to Ever Bright Bank Head Office, its performance evaluation system is in accordance with the requirements of the head office of Ever Bright Bank, the balanced score card, which belongs to the current method to set up the more advanced performance evaluation system.This paper focus on the study of the present implementation of the performance evaluation system in Heilongjiang Ever Bright Bank, there are still some problems in the performance evaluation system,that is, the division standard of performance appraisal is too rough resulting in that team performance always depends on the individual ability of capable employees, which go against the development of the bank.The balanced scorecard system is not scientific.At present the index system of Heilongjiang Ever Bright Bank is still not perfect, which hasn’t set up the special dynamic management mechanism.Through the further analysis of the above problems, the causes of the problems have been found and the relevant countermeasures based on the existing problems have been put forward.Focuses on the study on the improvement of the performance evaluation system in Heilongjiang Ever Bright Bank is mainly constructing the balanced scorecard index system of the four dimension to make the index evaluation system perfect;To begin with the change of management mode, we can make up for the original too rough division mode which only paid attention to team performance and ignored the personal effort.The emphasis of my study is on the performance evaluation of the dynamic management and the employees’ feedback in addition to how to explore the staffs’ subjective initiative.In addition, from the angle of building up the cultural atmosphere of performance management enterprise, I make some research on how to make the staff correctly think of the performance assessment, how to correct their attitude to work making positive efforts to complete the task; Finally, the corresponding hardware and software facilities are also needed to cooperate with the improvement of the performance evaluation, and gradually upgrade the performance assessment information management system.