Research On Staff Performance Evaluation Of ICBC My Branch Based On Balanced Scorecard

With the continuous improvement of China's financial industry's opening to the outside world,the gradual promotion of interest rate liberalization,the vigorous development of Internet finance and the increasingly fierce competition in China's financial market.Compared with other competitors,state-owned commercial Banks are at a disadvantage in terms of business philosophy,management experience,customer service level and regional market competition,and their profit margins are gradually narrowed.Therefore,state-owned commercial Banks are confronted with the confusion of transformation.One of the important contents of human resource performance management is performance appraisal.To build a strategy-oriented performance appraisal system and give full play to the role of performance appraisal can not only improve the performance level of employees,but also promote the implementation of corporate strategic goals.At this stage,after years of exploration and development of the study,the state-owned commercial Banks in China is to build a more perfect staff performance appraisal system,but there are still many deficiencies,such as strategic incentive guidance is not strong,all of these affect the level of employee performance,affect the enterprise work efficiency,hindered the improve the competitiveness of state-owned commercial Banks.Therefore,for state-owned commercial Banks,it is urgent to build a scientific performance appraisal system that can reflect strategic orientation and incentive orientation.This paper takes MY branch of icbc,a state-owned commercial bank,as the research object,and USES literature review method and quantitative analysis to study and analyze the staff performance appraisal system of MY branch of icbc.First of all,this paper reviews the balanced scorecard theory at home and abroad,introduces the relevant theories of performance appraisal,and analyzes the significance of performance appraisal.Then this paper expounds the performance appraisal process and current situation of MY branch of icbc,and analyzes the problems existing in the current performance appraisal.Finally,based on the theory of performance appraisal and using balanced scorecard as the tool,this paper selected the performance appraisal indicators of employees in MY branch with the analytic hierarchy process,constructed the staff performance appraisal system,proposed the problems that should be paid attention to in the implementation of performance appraisal,and put forward the safeguard measures.The research in this paper can play a positive role in improving the staff performance assessment of MY branch of icbc and enriching the practice of balanced scorecard theory.