The Optimization Research Of Performance Management System For The Middle Functional Department Personnel In YT Rural Commercial Bank

With China's reform entering the deepwater area,the banking industry is facing new challenges and opportunities.Rural commercial banks with relatively single profit model and poor risk resistance must firmly grasp the opportunities for transformation and development,actively explore innovation,and take performance management as an important grasp for banks to achieve innovation-driven,management efficiency-ef-ficient operation and employee satisfaction strategy.YT Rural Commercial Bank has been restructured from rural credit cooperatives soon.Now,performance management system construction is regarded as a core work to promote transformation and development.,and to promote mechanism innovation.In the front-end marketing department,a performance appraisal system is put on line,which is "benefit-oriented,business transformation-supported".However,there are many problems in the performance management of employees in the middle functional departments.The performance management of employees in the middle functional departments is a weak link in the construction of systematic performance management of YT Rural Commercial Bank,which needs to be further optimized.This paper takes YT Rural Commercial Bank's performance management system of middle functional department personnel as the research object.After studying the current relevant theories of performance management,it comprehensively analyses the commonly used performance management tools,including MBO(target management),KPI(key performance indicators),BSC(balanced scorecard),and so on.Through interviews and questionnaires,it deeply analyses performance management.There are many problems,such as the disconnection between performance management and organizational strategy,equating performance appraisal with performance management,unreasonable setting of performance indicators,lack of personalized performance management for employees in middle functional departments,inadequate use of performance appraisal results,and imperfect organizational system of performance management.In view of these problems,this paper uses the theory of performance management system based on strategy,chooses the method of combining key performance indicators with balanced scorecard,and combines the working characteristics of the staff in the middle functional departments to optimize the performance target system,performance management process,system related to performance management and organizational guarantee system of performance management.And the performance management system is applied to other subsystems of human resources management,such as recruitment,training,job adjustment,performance adjustment,so as to maximize its own effectiveness and achieve the strategic objectives of the enterprise.Through this performance management system,we can solve the problem of inadequate performance management of YT Rural Commercial Bank's middle functional departments,improve their performance,and play a positive role in improving the efficiency of YT Rural Commercial Bank's management,transformation and development.At the same time,we can also provide a reference for enriching and improving the performance management system of the same type of Rural Commercial Bank.