Optimization Design Of Performance Evaluation Plan For SZ Branch Of Grassroots Central Bank

Performance appraisal is an indispensable management tool for modern organizations.It is a management system that periodically reviews and evaluates the performance of employees.It refers to the systematic evaluation of the work of employees by supervisors or related personnel.Effective performance appraisal can not only determine the contribution or deficiency of each employee to the organization,but also make a true and comprehensive evaluation of the employee's work ability,work performance,work attitude,etc.,and can provide human resource management as a whole.Deterministic assessment data can improve the feedback function of the organization,improve the performance of employees,encourage morale,and serve as a basis for fair and reasonable rewards.The People's Bank of China is the central bank of China.As a member of the State Council and a national macroeconomic regulation and control department,it has the nature of state organs and institutions,and is responsible for the regulation of China's monetary policy and the prevention of financial risks.At present,the increasingly complex and severe domestic and international economic and financial situation puts higher demands on the performance of the People's Bank of China.It requiring the central banks make more contributions to strengthen financial services to the real economy,maintain financial stability in the jurisdiction,and improve financial management and financial services.The improvement of the performance appraisal system of the central bank and its branches can improve the staff's ability to work and enhance the performance of the People's Bank.At present,the performance appraisal system implemented by the central bank branches has slowly revealed many shortcomings and drawbacks in the development of the new era.The existence of these problems will limit the efficient performance of the central bank's central bank and affect the promotion of the county-level central bank to the county economy.This paper takes the SZ branch behavior research of the central bank and combines the actual work experience,starting from the general theory of performance appraisal,using literature survey,questionnaire survey,using qualitative and quantitative combination,interview research methods,the SZ branch staff performance appraisal program Optimized.The article first expounds the background and significance of the research,and then comprehensively reviews the theory of performance appraisal at home and abroad,and expounds the relevant theoretical basis.On the basis of expounding the organization of the People's Bank of China,the present situation of personnel management and the present situation of performance appraisal of SZ sub-branches,combined with the interview survey and questionnaire survey of SZ sub-branch performance appraisal,the main problems of the current employee performance appraisal are summarized as follows: the performance appraisal cannot be correctly recognized;the appraisal indicators do not reflect the differences;the appraisal methods are unreasonable;the performance feedback is lacking;The results of performance appraisal are not in place;the assessment is not fair and open,etc.The main reasons for these problems are: the lack of modern performance management culture;the low level of personnel management;and the influence of the people's banking system.Finally,drawing on the advanced experience of the performance appraisal of some foreign and regional financial organizations and central bank employees,the paper analyzes the internal work of the sub-branch.According to the job classification and job description,the employees are divided into three categories: management,administrative and business.The employee's individual performance evaluation index system is established,and the reasonable performance appraisal method is selected,the communication feedback mechanism is established,and the evaluation result level is strengthened and used,adhere to fair and fair disclosure and other aspects to improve performance appraisal programs.In order to promote the success of the assessment and optimization program,safeguard measures such as organizational security,cultural security,and institutional security were proposed.Through this paper,we can effectively solve the problems in the performance appraisal of SZ branch employees,improve the work efficiency of SZ sub-branch employees,and promote the performance of SZ sub-branches.At the same time,it can also improve the performance appraisal work and provide inspiration for other branches of the People's Bank of China,especially the county-level sub-branches.