The Present Situation And Optimal Design Of The Employee Performance Appraisal Of Zhong-yuan Bank

As the number of commercial banks continues to increase,and the size of the financial market is always limited,leading to increasingly fierce competition between financial institutions.The fierce competition between financial markets is the competition between talented people.Therefore,how to tap and utilize human resources and occupy a place in financial market is the most realistic problem faced by commercial banks.Human resources is one of the most important talents of commercial banks in the future development.Human resources are also the important means to enhance the core competitiveness of commercial banks.Performance appraisal is the most important part of modern human resource management mechanism.How to maximize the potential of human resources,obviously need to choose a reasonable performance appraisal management approach,scientific and efficient performance evaluation system.The core of this theory is to scientifically evaluate the performance of institutions,departments and employees at all levels and to give appropriate incentives for organizational units and employees who achieve the results of different performance to promote the performance of the organization,department,and employee Continue to improve,so as to effectively enhance the core competitiveness of enterprises,and then achieve the overall strategic objectives of the organization.It provides the basic information for other aspects of the management of human resources and provides a basis for reference to the decisions of other functional departments.The current human resource is the most important one of the investment resources of the state-owned banks.The management level of the bank has paid great attention to the level of human resources.Therefore,the evaluation of human resource performance has become one of the most important resources in the management of commercial banks.The performance management system of the bank is the most important work in the human resource management of the bank.In the foreign countries,the human resources performance appraisal system is more mature,but at home,due to the historical reasons of the local commercial banks,the local commercial banks Performance evaluation system is not perfect,assessment work carried out is not smooth,how to establish a sound performance appraisal system has become China's local commercial bank human resources management of a majorIII problem.Bank performance appraisal reflects whether the bank in the assessment period to complete the established macro goals,the same,the relationship between the service object,that is,whether the interests of customers are met,whether to obtain protection.Based on the theory of Bank of China's performance appraisal,this paper makes a detailed analysis of the original performance appraisal of Zhong Yuan Bank employees through questionnaires and interviews,and finds out the existing problems.This paper chooses a Zhong Yuan Bank,a city commercial bank with relatively comprehensive strength in the Central Plains region as the object of study,analyzes the problems in the performance evaluation of the employees of the Central Bank,analyzes the deep causes,draws lessons from the relevant theories and the performance evaluation of the domestic and foreign bank employees Advanced experience,the Bank of China Bank staff performance evaluation program was designed.Including the construction of performance evaluation indicators,evaluation of the implementation of the safeguards measures and improve the performance evaluation of key initiatives.Finally,the conclusions and prospects of the study are drawn.In this context,this article through the human resources part of the online survey and based on the leadership of the Bank of China branch of the face-to-face interviews with the status of the Bank of China Bank employees performance appraisal status,from the assessment of the design,assessment process control,assessment grade assessment,assessment results And so on,the Bank of China Bank of the current assessment system for the existence of the problem analysis of the results of the original bank as a newly merged bank,in general,there are several aspects of the problem;evaluation indicators design is not strong,lack of scientific indicators of design According to the examination management system there is a big drawback,the performance appraisal results feedback information mechanism is insufficient,the grassroots managers lack performance of the performance appraisal and the lack of assessment process control.Therefore,according to the existing problems in the current performance evaluation of the Central Bank of China,this paper puts forward the specific principles of optimizing the design and the implementation of the specific implementation measures.And for different positions staff should be changed in the past to "performance" mainly performance evaluation indicators,optimize the performance appraisal taking into account personal performance,character,ability,labor discipline,etc.,designed for different positions of personnel specific assessment form.The paper puts forward that the continuoussafeguard measures of performance appraisal management should include the implementation of organizational security mechanism,strengthen the process management,implement the main responsibility guarantee and performance communication guarantee.Finally,according to the conclusion,and the Bank of China after the optimization of performance appraisal put forward some safeguards.