| With the development of economic globalization,the development of financial globalization is also constantly strengthened,the homogenization of financial institutions is becoming increasingly prominent,and the competition is becoming increasingly fierce.China’s capital market is becoming more and more open to the outside world,Financial supervision has been tightened,the financial market competition is becoming more and more fierce,its characteristics and level have undergone great changes.The competition field of financial institutions has also changed from the traditional market and capital field to the field of human resources.Performance appraisal system is the evaluation of bank staff,which directly reflects the management level of financial institutions.Through a series of assessment indicators,employees are actively encouraged to make full use of their initiative,maximize their work potential and stimulate their innovation power.In the management of bank marketing directors,the effectiveness of their business level can be reasonably measured and evaluated through scientific performance appraisal mechanism,which plays an irreplaceable role in improving the overall profitability of the bank and realizing its major strategic goals.Through the sorting and research of performance appraisal theory,this paper takes the marketing executives of N Branch of China Construction Bank as the research object,and describes the current situation of the performance appraisal system of marketing executives through literature method and interview method.Using questionnaire survey method,interview method and statistical analysis method to extract and summarize the existing performance evaluation system of N branch marketing director performance evaluation methods need to be further improved,performance evaluation dimensions and indicators are not reasonable,communication between superiors and subordinates is inconsistent,the application of performance evaluation results are insufficient and so on;From the perspective of optimizing performance assessment process,broadening performance communication channels,Deeply excavate the value of performance appraisal results and commonly using performance management tools such as the balanced scorecard,key performance indicators,360-degree performance assessment,this paper puts forward countermeasures to improve the performance assessment system of marketing executives in N branch of China Construction Bank.Finally,from the aspects of leadership attitude,organizational training,performance evaluation optimization,a supporting guarantee mechanism is developed for the performance evaluation system of marketing executives.All staff should participate in performance appraisal;Performance indicators should be adapted to job responsibilities;Performance appraisal to promote two-way communication;Strengthen the practical role of performance results.It is hoped that the conclusions presented in this paper can provide references for optimizing the performance appraisal system of marketing executives in other banks. |
