Research On The Improvement Of SX Agricultural Bank's Employee Performance Appraisal Program

Our country is in the crucial stage of market-oriented reform of financial industry.As the main participant in financial market,banks are over-turning from planned enterprises to market-oriented enterprises.The large number of bank employees and market docking become the problems faced by banks.Existing banks all have their own performance appraisal system for bank employees.In the transition period,banks attach great importance to profitability in employee goal orientation.Bonus,title and position rise are all linked to performance performance,which may be unfavorable to the long-term development of banks.This paper takes SX Agricultural Behavior as an example to discuss the problems existing in the current performance appraisal system of bank employees,and puts forward optimization suggestions by refining the characteristics of the mature performance management system of foreign banks and combining the characteristics of SX Agricultural Bank.The main part of this paper is divided into four parts.Firstly,the classical theory of employee performance appraisal is deeply studied,and the current research situation at home and abroad is studied.Overall,the current research situation of employee performance appraisal in banks is grasped,with emphasis on the assessment methods,the establishment of assessment system and the application of assessment results.Secondly,the existing SX Agricultural Bank is refined.Employee performance appraisal system studies the application of performance evaluation indicators,scoring rules and performance results.Thirdly,questionnaire is designed to conduct field research on SX Agricultural Bank departments and branches from five aspects: sample structure,pre-assessment performance simulation,effectiveness evaluation,Fairness Evaluation and overall evaluation.At the view subject level,it finds the problems existing in the current employee performance evaluation system of SX Agricultural Bank.Finally,it puts forward optimization suggestions by refining the experience of mature employee performance management system of Citibank,HSBC,Bank of Japan and Bank of America,combined with the existing problems of SX Agricultural Bank.The results of this study show that the current staff performance appraisal system of SX Agricultural Bank can cover the performance of most employees and is effective in improving the efficiency of employees,but there are still some problems in fairness,such as the contradiction between long-term and short-term,the contradiction between institutionalization and marketization,fairness and rationality.The contradiction between sex,continuity and timeliness.The performance management of foreign advanced banks has four characteristics: first,continuous communication;second,line manager;third,balanced scorecard;fourth,the post system is based on the quality and ability model.This paper puts forward some suggestions for improving SX Agricultural Bank's current employee performance appraisal system.First,the result-oriented transformation to goal-oriented transformation;second,adding performance planning and performance counseling links to form a complete four-stage performance management cycle system;third,the coordination and collaboration of multi-evaluation subjects to form more performance management.Fourthly,the evaluation results should be changed from "evaluation" to "promotion" to build a smooth feedback mechanism.