Bozhou Yaodu Bank Performance Appraisal

In order to realize the strategic transformation of rural commercial banks,we must supplement the performance appraisal methods to promote the development of the rural commercial firms,which is the main resource of the mixed operation and sustainable development.With the gradual expansion of business scale and diversification of assessment requirements,the lagging performance evaluation mode has greatly affected the accuracy and authority of performance appraisal,leading to the massive loss of talent,which has become a major bottleneck restricting rural commercial banks to achieve incentive mechanism.one.Therefore,this paper takes the representative Rural Commercial Bank of Bozhou as the object of study,analyzes its existing performance appraisal methods deeply,excavates its existing problems and analyzes the causes,and then constructs the perfect performance appraisal system and proposes the performance appraisal optimization Strategy,so that the State Pharmaceutical Bank of rural commercial bank healthy and orderly development.The first chapter is the introduction,including the research background,the research significance,the domestic and foreign research present situation,the research mentality,the research method,the research content and the innovation point mainly in this article's research.The second chapter is related to performance appraisal theory,including human capital theory,performance management theory,bank contract theory and bank performance evaluation methods,which laid a theoretical foundation for the text.The third chapter is the status quo of drug banks'performance appraisal system,which includes the general situation of drug banks'performance appraisal,the main contents and system of performance appraisal,the main indicators of performance appraisal,the main processes of performance appraisal and the main methods of performance appraisal.The fourth chapter is the problems existing in drug banks' performance appraisal,mainly lacking perfect examination system,imperfect assessment objectives,lack of humanization of employee appraisal and supervision system,and lack of fairness in examination results.The fifth chapter is the improvement measure of drug banks' performance appraisal system,which includes optimizing the performance appraisal system,clarifying the evaluation objectives,perfecting the staff performance supervision mechanism and making effective use of the performance appraisal results.The last chapter is conclusion and prospect.As the main force of rural finance,rural commercial banks have always played an important role in China's financial development history.Due to the particularity of their clients,rural commercial banks have different financial missions in different historical periods.Rural economic development,stabilizing the rural financial market and ensuring rural financial services.For more than 60 years,rural commercial banks have been widely recognized as farmers' own banks.However,with the speeding up of financial reform and the continuous liberalization of financial supervision,rural commercial banks are faced with the fierce competition of state-owned banks' financial services and the rise of Internet financial market,and the inherent market has been eroded.How to adapt to the needs of modern financial development,product innovation,competitive differentiation,internal management tools to enhance the pace of progress,Must be improved as soon as possible.At present,there are still some problems in the performance appraisal of Agricultural Bank of China,and it has just undergone the process of restructuring.The research of this paper is helpful to improve the overall operation and management of the bank and the career planning of Yu Gong.For banks as a whole,performance management can be used as a basis for improving the overall operation and management of banks.For individuals,can be used as staff development and career planning basis.According to the staff's annual performance appraisal results,employees can understand the performance of the performance,which can be targeted development of training programs to improve staff performance.And as the employee career development process,selection,rotation,promotion of reference.