Agricultural Bank B Branch Line Employee Performance Appraisal Optimization Design

Agricultural Banks are losing out to other Banks after years of work through a wide range of staff recruitment,screening,training and exercise,probably the last thing agricultural Banks want to see.Talent who get is to attract and retain the culture of an enterprise,personal vision,performance appraisal,incentive,etc.,the agricultural bank in the process of business fast forward,neglecting to retain talent,wages of employees to reach their expectation or positions,move to private joint-stock Banks and local Banks.Frontline staff has the contents on the performance appraisal,wide indicators,the features of complex,this article in the perspective of agricultural bank B branch frontline staff,analysis of frontline staff performance appraisal environment,and through the performance appraisal scheme exposed problems,analysis of causes of the problem,and in view of the reason for frontline staff performance appraisal to make optimization design.This paper mainly adopts literature review method,case method,field survey method of branch of agricultural bank B frontline staff to investigate,through to the agricultural bank branch B frontline staff performance appraisal scheme,make analysis of the current situation of and the line type survey was conducted in 36 employees,through the questionnaire survey of the word frequency analysis it is concluded that the existing main problems,one is employee behavior ability did not reflect in the examination,2 it is responsibility does not match with the marketing task allocation,three corresponding post performance distribution not make is tilted,four personal valuation index to the overall index deviating outlets.Then analyze the forming causes of the problems it is concluded that capacity should become an important index of performance appraisal program,as well as the valuation index weight of assessment should be adjusted,in the design of key performance indicators should be adapted by considering the post responsibilities and indicators.Then the author gives an evaluation of the existing overall optimization,combined with the key performance index and behavior ability index optimize the frontline staff performance appraisal,according to the different post setting assessment indicators and assessment of the specific weight.In order to verify the feasibility of the optimized scheme,theauthor also USES some month B branch frontline employees of a part of the data before and after optimization scheme for data comparison,it is concluded that the optimized scheme of some advantages.In this paper,through case study to frontline staff performance appraisal scheme optimization design,different employees list B branch post key performance indicators,makes optimized index system more comprehensive,and reduce the weight of the valuation,and join the behavior ability evaluation index,makes optimized index is more scientific and reasonable,more suitable for B branch of frontline staff performance appraisal,retain enterprise talented people,to the performance evaluation of commercial Banks at the same time design reference.