A Research On The Optimization Of Staff Performance Management BA Co., Ltd

Resulting from the differences in management modes between domestic and foreign branches, and that the economic situation at home and abroad has been less upbeat under the financial crisis, a high turnover rate has existed among many bank practitioners in the process of talent flow and technology transfer. During recent years, the annual employee turnover rate of BA has been up to 25%, exactly showing the importance of employee performance management. It was investigated that, there is a close correlation between employee turnover rate and performance management. Hence, this research topic was based on and began with ways of improving the employee performance management system in the operation department of foreign banks, and promoting the management, appraisal and retention of talents. Considering the current status of employee performance management in BA, an indepth investigation was conducted via questionnaire analysis and interviews on characteristics of employees in BA and the problems that it faced in employee performance management, and moreover, it was indicated in this paper that, there are some problems in the staff performance management in BA, then efforts are taken to probe the reasons for problems in its employee performance management, so as to optimize the design of its staff performance management system. The optimization objectives and principles of staff performance management system is observed in the optimized design of such a system. The author firstly improved the BA’s appraisal indicator system, secondly, disintegrated the design aims of the system, then designed the weight and evaluation scale of employee performance indicators using experiences from experts, and finally raised specific optimization suggestions on the staff performance management process, e.g.: the author optimized the ratio of quantitative indexes to qualitative indexes, emphasized the performance management plan should be the co-work agreement under sufficient communication between staffs and managers; performance supervision should be human and start with staffs’ development; performance appraisal should be true to facts; improved the appeal of performance result as well as the Staff Performance Improvement Plan, and improved the application process of staff performance appraisal result etc., In this way, the author hopes to establish a scientific and applicable performance management system for BA Co., Ltd.