G Bank Credit Card Asset Management Department Staff Performance Management Scheme Optimization

China’s banking industry has gradually expanded its share from integrating into the international financial market to the international financial market,and the gap between China’s banking industry and the international bank credit card industryi is being closer.The employees of bank are the core force in the process of achieving the strategic objectives.The most effective way to motivate and guide employees is employee performance management,which is closely related to the continuous progress and development of G bank in the future industry competition.Based on the connotation of employee performance management,I point out the current situation of employee performance management of bank G’s credit card asset management department from five aspects: performance plan,performance implementation,performance evaluation and feedback,performance result application,performance communication,using PDCA cycle theory of performance management and key performance indicator tools.According to the analysis of the performance management problems of the asset management department in the past two years,I found the main problems in the performance management of the employees in the credit card Asset Management Department of bank g at present are the unclear setting of the performance index system,the lack of systematic planning in the performance management implementation,the low satisfaction of the performance management assessment results,the inadequate use of the assessment results in the development of employees,and the lack of communication with employees,etc.The main reasons for the above problems are the inadequate use of efficient performance indicator development tools,the poor rectification and monitoring of problem points in the process of performance management implementation,the lack of incentive mechanism,managers’ emphasis on assessment rather than guidance and feedback,and the lack of system of performance management communication.Based on the analysis of the problems and causes summarized at present,I put forward the principles and objectives of optimizing employee performance management in G bank’s credit card asset management department,from five dimensions of performance management: improving employee performance management index system,scientifically guiding the implementation of performance management,optimizing performance evaluation incentive policies,reengineering the application process of performance results,improving the effect of communication channels,etc Starting with the optimization design of the performance management system of the credit card Asset Management Department of bank G,the work efficiency and management level of the asset management department can be improved,so as to conform to the long-term development strategy of bank G.In order to ensure the effective implementation of the optimization program,I believe it is necessary to strengthen the management’s performance management thought,establish an internal performance management committee,strengthen the staff performance management publicity,implement the learning and training mechanism,and implement the performance management reward and punishment system.I think the problems of employee performance management in bank G’s credit card asset management department are related to the employee management in relevant departments,and common to the employee management in other similar departments,so the research on the employee performance management in the asset management department has a certain practical significance;at the same time,it enriches the existing research on employee performance management,and has a certain theoretical value Value.