Research On COACH Bank’s Performance Management System Design

As a very important tool in human resource management,performance management is the general direction of whether to benefit the overall benefit of enterprises,and to evaluate the departments at all levels,from the formulation of the performance plan,the communication and guidance in the performance management process,the effective evaluation of the performance review results,the application of the performance audit results and the corresponding improvement of the performance targets,in turn,the departments and employees shall be punished and punished in turn.Relatively late on enterprise performance management development in our country,draw lessons from the abroad theory mostly,rarely involved in the field of political environment,economic and cultural background,it is necessary to adjust measures to local conditions,with specific companies as the research object,combined with China’s political,economic,cultural and other factors,the effective way to explore the performance management,for the enterprise’s senior management to provide more practical way of daily management,also can be compared with similar industry similar management methods,explore the better methods of human resource management,more domestic scholars to provide theoretical and practical combination of domestic enterprise case,for follow-up study.In this paper,a large number of domestic and foreign literatures are used to read comparative analysis and take COACH bank as an example,combined with the human resource management,statistics,management,leadership and communication power theory knowledge,the COACH,the bank performance management present situation.Then through literature induction,in-depth interview and questionnaire survey and other methods,system analysis the bank performance management of the existing problems and the causes of these problems,according to the principle of the performance appraisal indexes quantifiable of restructured from performance planning,performance management communication for repeated use and performance evaluation results feedback to employees and to help its own growth,etc.,to improve the existing performance management system.The implementation of the improvement system of performance management is guaranteed from five aspects,such as clarifying the work content of the performance management committee,establishing the corresponding system of performance oriented enterprise culture,perfecting it of matching the performance management,broadening it related to the performance management,and strengthening the construction of the enterprise internal information system.