Optimization Of Performance Appraisal Program For Counter Managers Of ABC L Branch

World economic globalization and financial integration process accelerating,prompting financial industry open degree and speed changing with each passing day,the domestic traditional banking peer pressure,market share,the development of the business is struggling,financial regulatory policy at all levels and increasingly strict,the service level of financial institutions and the requirements of the customer experience is higher and higher.At the same time,the rapid increase in the inter-bank staff mobility is promoted by the rapid increase in the industry.The scientific and rational performance appraisal management directly affects the work mentality of employees,and then,to some extent,affects the performance of financial institutions and the achievement of strategic goals.By studying the current situation of domestic and foreign related performance appraisal and domestic financial institutions' performance appraisal,and summarizing the relevant theories,this paper focuses on the current situation of performance appraisal of commercial Banks' outlet counter managers under the current financial environment in China,so as to propose countermeasures for the study of practical problems.This paper selected L branch of agricultural bank of China as the research object,and introduced the operation status,personnel structure and assessment index composition of its 12 grass-roots business outlets.According to the actual situation of the agricultural bank branches L,innovation put forward the basic idea of optimization design,from the establishment of performance appraisal method,index design,implementation,application and feedback from several aspects,such as performance appraisal system,reorganize the branches and put forward Suggestions on the work process and corresponding optimization,the maneuverability is strong,the agricultural bank counter L subbranch of a bank manager performance appraisal management difficulties faced by giving a certain guiding significance.In addition,the implementation of safeguard measures is added,and detailed explanations are made from multiple dimensions such as post repositioning,competency,learning and training,and communication channels,so as to improve employees' satisfaction with performance appraisal.We should strengthen the linkage,highlight the strategic goals of enterprises,improve the pertinence and effectiveness of the application of performance appraisal results,give full play to the baton and vane function of performance appraisal,and eventually build a performance appraisal management system that is fair inside and competitive outside.The performance index and behavior index as a key performance appraisal at the same time,the whole process of evaluation of counter in the manager's job performance and work behavior,make the staff to create efficiency,performance,workload,job responsibilities and performance appraisal management system closely,pull up network efficiency,will adjust the allocation of resources and encouraging role play to the largest.