Research On The Optimization Of Performance Appraisal System Of Wealth Personnel In J Securities Company

The securities industry in China has experienced extraordinary development over the years and has formed a certain scale.However,compared with the western developed countries,the securities market in China is still not mature enough and needs to be improved.Most of the securities companies have serious product homogeneity and nonstandard operation,which leads to fierce competition in the securities industry.With the further opening of the financial market,the competition in the financial industry is increasingly fierce,and the transformation of wealth management in the securities industry is imperative.It is urgent to mobilize the enthusiasm and creativity of wealth personnel,and improve and perfect the performance appraisal of wealth personnel.In recent years,the headquarters of J securities company(referring to Jiangxi branch of Huarong securities company)has not been established for a long time.As a new and cutting-edge securities company,its profits jumped to the top 20 in 2018,and its strength cannot be underestimated.The weakness of the United States is that due to unclear positioning and vigorous development of public business,the development of wealth business is relatively backward.Based on the theory of performance appraisal and the experience and research results of performance appraisal of advanced securities companies at home and abroad,this paper intends to make an in-depth study and Discussion on the performance appraisal of J securities company's wealth personnel,hoping to find out and solve the problems;and through the analysis of the current situation of performance appraisal of J securities company,find out the problems existing in the current situation of performance appraisal of wealth personnel,such as the existing problems There is a big gap between the performance appraisal and the strategic objectives of the branch company,the single performance appraisal index setting,the lack of effective communication and feedback in the appraisal process and the poor effect of the appraisal results,etc.,and the reasons are analyzed.In order to achieve the strategic objectives of J securities company headquarters,this paper mainly uses the key performance indicator method,balanced scorecard,360 degree feedback method to improve the design and optimization of the performance indicators of the branch,optimize the performance appraisal system of the branch,and guarantee its smooth implementation from the aspects of corporate culture,managers themselves,human resource management system,etc.Nowadays,the theory of performance appraisal has been studied for decades in China.From the reality,most enterprises can establish a fair,reasonable and complete performance appraisal system to promote the rapid development of Chinese enterprises.However,the performance appraisal system in western developed countries has been developed for hundreds of years and is very mature.Therefore,there is a long way to go to improve the performance appraisal system in China.The performance appraisal of enterprises in our country is not perfect,and there are many problems in the appraisal of employees,which leads to the weak cohesion of employees,the great impact on the team's combat effectiveness,and the enterprise's competitiveness can not be maximized.This paper will carefully study and discuss the wealth performance appraisal system of J securities company,and optimize it to make it more scientific,reasonable and fair,and help the branch company to make great progress in business.