The Research On Performance Management Base On BSC Of CMBC Nanchang Branch

With the deepening of the financial system and to accelerate the pace of global economic integration,intensified competition in the financial sector,China's commercial banks will face unprecedented threats and challenges.China's commercial banks under the protection of long-term national policy,in the face of foreign banks in the country to carry out a wide range of business,high-end customers,international settlement and other intermediary business a huge loss,commercial banks have not yet fully prepared.Under the background of global economic integration,the major commercial banks only strive to improve their management level,in order to effectively improve their competitiveness in order to remain invincible in the fierce international competition to survive and develop.And in this competitive process,the human resources are the most important commercial bank input factors,the Bank attaches great importance to its community management,human resource management and thus become one of the important functions of commercial bank management.Commercial Bank is the core of performance management assessment work of commercial banks in the field of human resource management,which has been very mature in a foreign country,but due to historical reasons,China's commercial banks to carry out the evaluation of performance management is not very satisfactory.This problem is becoming one of China's commercial banks in the field of human resources management.Performance Management assess whether the relationship between the commercial banks to the successful completion of the current task indicators,but also on whether the interests of bank customers can be guaranteed.In this paper,the performance management evaluation theory,based on the current situation of China Minsheng Bank Nanchang Branch Performance Management Assessment detailed analysis and found that the problems,and the Nanchang branch performance evaluation system for improved design.The first chapter mainly introduces the research background,purpose and significance,research status,research content and methods.The second chapter of the relevant theory and performance management assessment methodology Balanced Scorecard performance management simple exposition.The third chapter of Nanchang Branch organizational structure,human resources,operating conditions and other detailed analysis on the status of Nanchang branch performance management assessment,combined with the actual reason for the problems and issues that exist in the performance evaluation produced in-depth analysis.The fourth chapter is Nanchang branch performance management system could be improved,the establishment of performance evaluation system measures the smooth implementation.The fifth chapter of Nanchang branch performance management system implementation and evaluation.Nanchang branch by using the Balanced Scorecard performance management system to assess the following conclusions:1,a clear development strategy Nanchang branch.By building and implementation of the Balanced Scorecard performance management system,the need for relevant strategies to match,hence the need for Nanchang Branch senior management,branches and employees of various departments of the work around this mission and strategy for the center to carry out.While the management of the implementation process,the strategic goals down to every level of Nanchang branch,and finally makes branches,departments and employees to agree with each other's goals.2,to strengthen the management of the branch employees.The new performance management system is running well,we must follow the requirements of the entire Nanchang branch level top-down,bottom-up,and down through,which requires all employees to work together Nanchang Branch.Balanced Scorecard implementation requires strengthening the branch departments,staff management,all data related to the Balanced Scorecard solutions collect,aggregate and analyze,so that the required information is accurate,timely and correct.3,efficient incentive system.By successfully introducing the Balanced Scorecard tool to evaluate indicators of decomposition to the various departments and branches of each employee,establish a set of powerful branch strategic incentive system,this can very well enhance employee motivation.4,clear responsibilities.By constructing a new performance management system,capable of clear functional positioning between branches and departments really do their job,it is possible to effectively support and help branches achieve its strategic objectives.