Research On Performance Appraisal Of Middle Management Personnel Of ICBC Beijing Changping Sub-branch

One of the important means and basis for human resource management and development is performance appraisal.Its relatively perfect application is in foreign bank management,but as far as the current situation is concerned,in the performance management system of commercial banks in China,more ways are adopted.Still more traditional and subjective,lacking fair and equitable assessment methods and methods,and the assessment system is not standardized and institutionalized.With the development of China’s economy and society,with the continuous advancement and deepening of economic globalization,the competition in the financial sector is becoming increasingly fierce.Therefore,China’s commercial banks must make full use of limited human and material resources to promote their own redevelopment.Performance management is one of the most important means to promote the effective use of all resources.Therefore,in this development background,it is of great practical significance to study how to improve the performance appraisal system of commercial banks in China and make it more objective and standardized.For banks,middle management personnel include all outlets,departments and affiliates,deputy and deputy management personnel,managers(presidents)assistants,managers responsible for management responsibilities,and their work efficiency has an overall development for banks.Based on the research background of ICBC Beijing Changping Branch,this paper analyzes the existing performance appraisal system of middle managers,and clarifies that the performance appraisal method currently implemented by the sub-branch has achieved certain achievements,but with the internal branches The development of the society and the progress of the social economy still have some areas for improvement,and it is necessary to build a differentiated and more scientific and reasonable performance appraisal system.Based on this,this paper firstly determines the research background and its significance,and summarizes the typical research theories about performance appraisal at home and abroad.Secondly,it combines the development status of ICBC Beijing Changping Sub-branch,and clarifies the existing problems of performance appraisal of middle-level managers.The reasons for this;finally,combined with the development of the branch,the development of a differentiated middle-level management performance appraisal indicator system,and the establishment of a combination of subjective and objective index weights.Finally,based on the above research content,the measures to ensure the effective implementation of performance appraisal are summarized and proposed.In summary,based on the development of ICBC Beijing Changping Sub-branch,based on the analysis of the development status of its performance appraisal system,this paper has developed a complete set of differentiated performance appraisal system with postal characteristics.Promote the coordination between the sub-branch and the middle management to develop together and provide effective reference for other sub-branches.