Research On The Optimization Of The Performance Appraisal System For The Counter Personnel Of The B Bank C Sub-branch

In the process of continuous institutional reform of domestic financial institutions,various financial institutions have also been seeking the path of listing development,optimizing the shareholding structure and developing towards modernization.At the same time,new local financial institutions have been born in various regions,and the market competition has entered into a white-hot phase.In order to achieve better and faster development,more efforts should be on excavating the potential of employees,and commercial banks should continuously explore and innovate in terms of performance appraisal.In addition to the traditional financial and performance indicators,more non-financial indicators should be included in the performance evaluation system.The commercial bank utilizes the performance appraisal to the staff,which reflects the performance of the staff,and thereby calculating the performance bonus accordingly.The critical importance of employee performance assessment can be seen,which is directly related to employee's attitude and behavior.The main difficulty of performance appraisal is that the evaluation of some indexes is too subjective.The selection of the assessment method will affect the work efficiency of the department and even the whole enterprise.Using the wrong method may result in the employee losing confidence in the enterprise and the idea of leaving the company.Based on this,the author studies the performance assessment method of this group in the research of this topic.In the case of the bank,the performance of the staff is very critical.They have face-to-face communication with the clients and are at the first line of work,and can directly understand the needs of customers.The performance appraisal of the staff is related to their own interests,such as bonus,promotion,etc.Therefore,it will affect their work behavior,work initiative and ideological stability.Based on the above conclusions,we know that using the performance assessment method blindly will cause employees to be discouraged,and reduce their work efficiency,and even bring moral hazard,so that the error rate of operation can be greatly increasing.Thus,it is no exaggeration to say that the counter staff's work performance and work efficiency exert certain influence on the interests of the parties,or even to a certain extent,determines the survival of a bank and the development of the enterprise.To boost the enthusiasm of the counter staff,scientific and suitable method must be adopted to evaluate their performance.Adjust employee behavior and corporate goals to one direction,combine the performance goals with the evaluation results,and use the measures such as tracking,feedback and coaching to lay a solid foundation of achieving the goal of individual,thereby helping employees to get higher pay under the current compensation system and promoting their comprehensive professional ability and quality improvement.How to develop a more comprehensive,rational and effective performance appraisal mechanism,and play the role of performance appraisal management tool,has become the focus of the current bank.