Reserch On Performance Management Optimization Countermeasures Of Small And Micro Loan Division Of Nanchang Rural Commercial Bank

Performance management is an important part of modern enterprise human resource management.Whether it is to improve the status quo of enterprise management or to realize the future development strategy of the enterprise,it is required to establish a scientific performance management system,and commercial banks are no exception.With the continuous opening of the market and increasing market competition,commercial banks need to strengthen performance management to enhance their competitiveness and improve operational efficiency.In the daily management of commercial banks,account managers will play a very important role in the business development process.Account managers have gradually become the “leaders” for commercial banks to compete for quality customers.How to motivate the account manager's enthusiasm becomes the key to commercial banks' business development.The author combines his own experience in the rural commercial bank for many years,and through the study and research on the relevant theory of performance appraisal,considers the problems existing in the performance appraisal system of the account manager of the rural commercial bank,combined with the unique business model of the microfinance department,and then proposes Corresponding suggestions for improvement.This paper takes Nanchang Rural Commercial Bank's micro-credit department performance appraisal system as an example,analyzes the current relevant system of customer manager's assessment,and finds that the existing performance management system exists,such as lack of systematic performance management system,and performance appraisal is equal to performance management.Performance management has not been effectively integrated with corporate strategy,lack of strategic orientation,unreasonable setting of assessment projects,unclear evaluation criteria for performance appraisal,inadequate application of performance management results,insufficient incentives for performance appraisal,poor feedback for performance management,and employee performance management Insufficient awareness and other issues.Based on this,this paper proposes relevant promotion strategies,such as establishing a performance indicator system based on balanced scorecard,optimizing performance management system,strengthening performance appraisal feedback and communication,deepening the application of performance appraisal results,improving the incentives of performance management,and strengthening employees.Performance management training to improve employee performance management awareness.In order to ensure the smooth implementation of the performance management optimization policy of the small and micro loan business department of Nanchang Rural Commercial Bank,it is recommended to build relevant safeguard measures,such as talent protection,strengthen the construction of account managers,fund protection,set up a pool of reward funds,and ensure capital investment and technical support.Improve the level of informationization.The research of this paper is of great significance for improving the performance management of the micro-credit department of Nanchang Rural Commercial Bank.It also provides a reference for China's commercial banks to improve their performance management capabilities.