Research On The Optimization Of IBD Staff Performance Appraisal Indicators System In The Bank Of Communications

As the economic growth rate changes gears,commercial Banks begin to enter a new stage of development with high risks and low returns.In this stage,the risk cost and capital cost of Banks "double rise",the interest margin space is narrowed,the profit space is narrowed,and the competition between Banks is further intensified.As a result,the traditional loan business is no longer the most important profit support point of commercial Banks,and the investment banking business becomes the leader of innovative business.Practice shows that the investment banking business can help commercial Banks find new profit growth points,thus promoting the rapid transformation of commercial Banks' business model.Because of the external competition and internal poor management,business development investment banking is gradually exposed some problems,such as: correlation of investment bank department performance evaluation indicators and the staff is bad,make employees income and contribution does not match,which is based on performance evaluation of income compared with other commercial Banks investment banking department staff income gap is larger,the result has restricted the staff's work enthusiasm,lead to investment bank brain drain is serious,traffic bank profits and sustainable growth.Therefore,it is imperative to optimize the performance evaluation system of the investment banking department in order to improve the performance of the employees of the investment banking department,enhance the profit growth capacity of the bank of communications and enhance the market competitiveness of the bank of communications.This paper takes the employees of the investment banking department of bank of communications as the research object and carries out relevant researches from five aspects.The first part,mainly elaborated the research background and the significance,the research frame;The second part is a review of relevant theories,mainly focusing on key concepts such as performance,performance assessment indicators and relevant theories,and summarizing relevant research results at home and abroad.The third part,through the questionnaire investigation,the staff performance appraisal indicators implementation present situation and the results to investigate,identify the key problems existing in the performance appraisal index,appraisal index not properly reflect the enterprise strategic goals,not properly reflect the employees' actual working content,based on performance evaluation of incentive and employee contribution does not match,etc.,and analyzes the causes of these problems;The fourth part is the focus of this paper.Based on the strategic development requirements of the bank of communications and the main work contents of the staff,it identifies and constructs the key performance indicators of the staff of the investment bank by using the method of key performance indicators,and decompositions the indicators to scientifically allocate the assessment weights and optimize the performance assessment indicator system of the investment bank.In the fifth part,in order to effectively implement the new performance appraisal index system,according to the actual situation of the investment banking department,how to improve the relevant guarantee measures to ensure the smooth implementation of the optimization scheme is discussed.Expectations by optimizing the investment bank's performance appraisal index system,better reflect the index of performance appraisal work content and market competition situation,better able to arouse the enthusiasm of staff,and thus promote the realization of the strategic development goal of bank of communications,at the same time,also hope this study to other Banks,investment optimization performance indicators provide certain reference significance.