Multidimensional Research On The Performance Evaluation Index System Of Financial Administrative Personnel

With the rapid development of modern market economy,the market competition in our country is more and more fierce.Human resources is regarded as "the first resource ",and the competition for it is increasingly fierce.As the key link of human resources,performance management in enterprise management is gradually recognized by managers,and a relatively important link in performance management is performance evaluation which will inevitably be paid attention to by enterprises.Performance evaluation has a direct impact on the retention of enterprise talents and the enthusiasm of enterprise talents.Nowadays,people realize that the finance department has developed into one of the important departments of the enterprise,and it plays an important role in the future development of the enterprise and its daily operation.Therefore,the financial personnel and the financial department have a high position in the organizational structure of the enterprise,and the management of the enterprise cannot operate without the financial department,in order to maximize the effect of the financial department and financial personnel.It is more important to establish a reasonable,comprehensive and scientific financial personnel performance evaluation index system.First of all,by referring to a large number of relevant literature research papers at home and abroad,retrieving the subject words mainly including evaluation methods,performance evaluation,financial personnel performance,performance,etc.,and reading and consulting,and collating and analyzing a large number of relevant materials,the author summarizes the existing research results,and comprehensively discusses the domestic and foreign literature on performance,and then establishes a preliminary theoretical understanding of the performance evaluation of financial personnel,and obtains a certain scientific understanding.Secondly,on the basis of combing and analyzing the current operation of the performance evaluation at the moment and combining with the corresponding theoretical research,taking the performance evaluation of the financial personnel of the Hebei Branch of Telecom as an example,the paper makes a study on the financial resources.It is found that there are three main aspects that need to be optimized and improved.First,the evaluation index has strong subjectivity and no adverse evaluation;second,the index of performance appraisal system is unreasonable,incomplete and unscientific;third,the grade of performance appraisal results is rough and the application rate is low.The author analyzes the reasons behind it.Finally,according to the actual situation of the company,the author integrates the reverse evaluation idea of the balanced scorecard(hereinafter referred to as the "360-degree balanced scorecard")and the key performance indicators of the method to design an improvement scheme.Designed performance appraisal index system can measure the employees' contribution to enterprise and reflect the employees'own deficiency and the problem.It will also dramatically boost the financial staff's work efficiency and their satisfaction.Meanwhile,the financial staff's potential will be fully fulfilled,and the enterprise's overall financial management will be enhanced,which makes the enterprise strategic goal easier to achieve.This paper not only blazes a new trail in performance evaluation of financial personnel in Hebei Branch of Telecom,but also provides some reference for further improving the overall performance management system of financial personnel.