| Performance appraisal system has become the joint point of management in any enterprise.As a major component of the financial sector,banks should especially pay more attention to this work.In the interest rate market today,deposit and loan spreads continue to shrink,therefore improving staff's work performance has become an urgent task.Carrying out performance appraisal is a powerful measure to improve the banks' competitiveness.Although many banks have now established a set of assessment methods to enhance management level and achieve their strategic objectives,some still focus on the evaluation of financial performance and ignore other aspects of the assessment.Under the new normal,the introduction of the Balanced Scorecard assessment mechanism,which combines with employee responsibilities to conduct a multi-dimensional assessment,will help banks obtain benign operation and development.As a newly established branch of G bank,X branch is exposed with some problems and imperfections in its performance appraisal methods.Firstly,the composition of assessment index system is relatively simple.Secondly,the subjectivity of the leadership is relatively strong,and they fail to make reasonable assessment of staff's learning,training and development potential.Therefore,to face the increasingly serious competition,it is necessary for the bank to rapidly improve the performance appraisal system,making it become an important measure to improve the business ability of employees and the profitability of banks.While writing this dissertation,I made detailed discussion with relevant management personnel of the bank.We analyzed the advantages and disadvantages of the current performance evaluation system and pointed out which part need to be perfected.Besides,we emphatically analyzed the problems like deficiency in the attention on non-financial indexes,lack of maneuverability,subjective assessment,complaint work not in place,inactive participation of the employees,neglect of the evaluation process and so on.Correspondingly,we concluded in details that such problems are resulted from the fact that the assessment target is vague and the management thought is limited,the construction of enterprise culture is not in place and the application of assessment result is weakly applicable and so on.Based on these reasons,the dissertation further put forward a solution to address the problems existing in the performance evaluation system,that is using a relatively perfect Balanced Scorecard to effectively evaluate the performance of the staff at all levels.In this system,the bank established detailed provisions on how to construct the performance indicators,score standards and proportion of each dimension,the feedback and application of evaluation results,and stipulated that performance appraisal results will be linked to individual performance salary.Finally,this dissertation put forward the guarantee method of the performance evaluation system from the aspects of the implementation steps,supporting facilities and other aspects.In conclusion,the achievement of any performance evaluation method needs joint efforts of the leadership and staff,which must rely on strict implementation to protect the final results.The leadership of the bank also believes that through the reform of the performance evaluation system,X branch will enhance their competitiveness and promote self-improvement of the employees. |
