| Before 2014,the product valuation model has been used as the main examination mode of the front-line staff of state-owned banks.This "up and down","distribution according to work"assessment model has greatly encouragethe bank staff morale,improves the staff’s enthusiasm and creativity.However,with the arrival of the "new normal" economic situation,the national economic situation has shown a downward trend year by year.Especially since the beginning of 2014,the financial environment is more and more badly,increasing income difference and a series of problems.In order to solve the above problems,CCB bank is the first to put forward the "integral change pricing" performance evaluation reform policy.But from the current performance appraisal reform plan and implementation situation,policy content is often more macro and ideal,can rarely be used directly.Because of the above reasons,the role of assessment often fail to achieve the desired results,even contrary to the strategic objectives of the enterprise.Then,how to make these new assessment methods to be implemented in the network staff,has become a commercial bank network staff performance evaluation reform in front of a difficult problem.Through the research of this article,it can provide the corresponding experience reference for the performance appraisal reform of the most basic banks in china.In particular,the new assessment methods,the domestic part of commercial bank outlets,has a strong practical value,can promote the performance of domestic banking network staff performance management level.From the case,can clearly draw the following conclusions:firstly,the integral appraisal is not a panacea,and to use a combination of valuation assessment,performance appraisal to the implementation of the actual results of the definition of quality;secondly,the different management is the key to the smooth formation of the psychological contract,to intervene in the key process in the formation of psychological contract;finally,the salary distribution model of integral evaluation,more conducive to motivate employees to achieve the strategic objectives of the organization.The Liaoning area is only relative to the current economic environment "pricing,integration assessment model is more suitable for the Liaoning area,business outlets of commercial bank staff assessment model;incentive.salary distribution policy should be combined with the strategic objectives of the organization,to comply with the standard system of strategic compensation,such a policy is more conducive to play the incentive effect of the new assessment methods,help enterprises to achieve their own goals and values. |
