| Performance appraisal is the core of human resource management,and the bank in daily operation and management to employees for various forms of performance appraisal,the maximum digging and exert the potential of human resources,and through the evaluation of performance management and apply to guide the department and the employee requirement according to the performance management work,better hard for Banks' overall business goals.In recent years,the central bank LY branch faces the problem of frequent job-hopping of excellent talents,which has a great relationship with the unsound performance appraisal system.Firstly,this paper makes a comprehensive review of the research literature on performance appraisal management at home and abroad,and explains the relevant theoretical knowledge and research methods of performance appraisal management.Secondly,using the method of combining theory and practice of the analysis of the current evaluation index of the bank of China LY branch,found its performance appraisal system in index selection,index structure and index application problems in three aspects.There are five main reasons for the analysis:(1)the employees' understanding of the nature and significance of performance appraisal is unclear;(2)bank employees do not know the overall strategic objective of their bank;(3)the assessment content is not comprehensive enough;(4)it is difficult to evaluate the performance of employees in a quantitative and qualitative way;(5)the work plan,lax management,for some post staff appraisal index is not reasonable,but the system flexibility and is not high,making the final assessment index cannot be used,lose their fundamental role.3K performance appraisal system established in this paper,through using the method of key performance indicators and 360-degree evaluation method,under the framework of the balanced scorecard to design LY branch performance evaluation system,improvement and optimization scheme and the implementation of plan put forward reasonable Suggestions:(1)the organizational guarantee for performance appraisal work;(2)strengthen the training and mobilization of all personnel before the implementation of the optimization plan;C3)actively focus on the effective communication of optimization plan implementation;(4)improve the performance incentive mechanism of Banks;(5)promote the development of corporate culture.Paper by LY branch performance evaluation system as the research object,through the analysis of the performance appraisal system in the existing problems and reasons,improve the optimization performance appraisal system,and put forward rational Suggestions.Hope can through the study of this paper,further enhance the level of performance appraisal management,in this competition in the financial markets for its sustainable healthy development,give play to the role of talent to provide reasonable advice. |
