Research On Optimization Of Counter Staff Performance Appraisal System Of Agricultural Bank Of China Shandong Branch

The Shandong X Branch of Agricultural Bank of China has been using performance appraisal for more than ten years,which has been unable to meet the development needs of Agricultural Bank.This makes the contradiction between talent demand and performance appraisal increasingly prominent,and restricts the construction process of human resources of the Bank.Therefore,we need to do a good job in the optimization of the original performance appraisal system,build a more effective performance appraisal system,and promote the better development of the bank.In the research process,this paper mainly combines performance appraisal theory with interview,comparative analysis,summary and other research methods,and combines performance appraisal theory to optimize the performance appraisal system of counter staff of Shandong X Branch of Agricultural Bank of China.By analyzing the human resources situation and basic post analysis of Shandong X Branch of Agricultural Bank of China,the paper finds out the problems existing in the performance appraisal of counter staff.This paper optimizes the current performance appraisal scheme by means of objective management performance appraisal method,360-degree appraisal method,balanced scoring performance appraisal method and KPI performance index appraisal method,clarifies the direction and standard of optimization design,and carries out analysis around the frequency,scheme and conclusion of appraisal,in order to achieve effective optimization and provide useful information for the improvement of the internal management system of the bank.Reference resources.The conclusions of the paper include the following points:(1)Because the specific business of the performance appraisal of the counter post is not identical with other posts,it is necessary to formulate special appraisal indicators according to the job responsibilities and job characteristics of the counter.(2)By optimizing the performance appraisal system of counter staff,we can improve the problems of the original performance appraisal system,such as unclear purpose of appraisal,imperfect management of appraisal process,imperfect feedback and inadequate application of performance appraisal results.(3)The results of the optimized performance appraisal can be related to the promotion and adjustment of theposition of the teller,so that the teller can get the recognition of the bank.(4)The main body of performance appraisal should include direct supervisor of branch,self-evaluation and colleagues.By assigning the corresponding weight proportion to different assessment subjects,the relative fairness and rationality can be achieved.(5)The main factors affecting the performance of the counter are the completion of the performance evaluation indicators of the counter itself and the operation of the business outlets.Fig.5,table 18,38 references.