Research On Performance Evaluation Optimization Of Lanzhou Bank Information Technology Department

Since the reform and opening up,China's financial industry has developed rapidly.With the gradual opening of the market,the number of national joint-stock banks,city commercial banks,and private banks has sprung up,and the market environment has become increasingly complex.Facing increasing competition pressure from the outside,banks are paying more and more attention to their own product quality and service capabilities during development,and good product and service capabilities rely on corporate employees to achieve.How to effectively motivate employees,improve their work efficiency,and maximize their contribution has become an important issue in the human resources management of modern enterprises.In recent years,performance appraisal,as an important part of human resource management,has attracted much attention from enterprises.However,problems such as obsolete performance appraisal systems,vague appraisal indicators,and insufficient subdivision of appraisal objects are common in Chinese enterprises.These shortcomings have directly caused the mismatch between staff workload and appraisal results,unavailability of appraisal results,decreased job satisfaction,and Reduced efficiency leads to problems such as brain drain and sluggish development.It is very necessary to design a scientific performance evaluation plan or optimize the existing performance evaluation plan and combine it with the company's development strategy,development situation,and personnel structure.This article will take Lanzhou Bank's information technology department staff as the research object,use modern performance assessment theory,adopt interview method,questionnaire survey method,system analysis and inductive summary method,analyze the problems in the existing performance assessment scheme,based on Lanzhou Bank's own development Objectives and information technology development strategies,from the aspects of performance evaluation content and indicators,evaluation subject selection,evaluation cycle determination,evaluation methods and steps,application of evaluation results,etc.,explore how to optimize the existing performance evaluation program,and finally build a targeted,A scientific and effective staff assessment plan that can be implemented.It is hoped that the scheme can be applied to practical work and provide a reference for other financial institutions in carrying out related work.