The Research Of Grass-Roots Staff Performance Appraisal System Optimization In MT Financial Services Company

The performance appraisal management is the important content of enterprise human resource management work. With the increasingly fierce market competition environment, enterprise also more attention to human resources management work, in order to attract and retain key talent. Among them, build a scientific and reasonable performance appraisal system, is the enterprise human resources management priority.This study MT financial services companies as the research object, qualitative and quantitative analysis method, case analysis method and so on are used, such as specific analysis of present situation and existing problems of MT company performance evaluation system. Study found that in the current situation most MT company employees do not have a high level of recognition of the existing performance appraisal system. Through further analysis found that MT financial services companies, the existing performance appraisal management mainly exist the following problems:one is performance appraisal and strategic correlation degree is not high; Second, the unreasonable performance evaluation mechanism design; 3 it is performance appraisal index design is relatively simple; Four is performance appraisal results using is relatively single. Five is performance appraisal result feedback become a mere formality. To solve these problems, research suggests that MT financial services companies in the original performance evaluation system is optimized in the process of the need to clear the optimization goal, and using the balanced scorecard and 360 degree performance appraisal method and optimization; Specifically, MT financial services firm optimization scheme includes the following contents:one is clear grass-roots staffperformance appraisal target; 2 is to reconstruct performance evaluation system related mechanism; Three is to optimize performance evaluation index system; Fourth, rich performance appraisal results using form; Five is attaches great importance to the performance evaluation result feedback sessions. Finally, in order to ensure that performance appraisal system optimization scheme can implement, this study respectively from seeking support at the top, advance the company’s strategic management, set up the inside and outside the staff training system, cultivating attaches great importance to the performance evaluation and other aspects of corporate culture, the corresponding protection measures are put forward. This paper studies on the similar performance appraisal system optimize financial services companies have a certain reference value.