Research On The Optimization Of The Performance Appraisal Index System Of XZ Rural Commercial Bank’s Customer Managers

In the development and operation of the bank,the customer manager plays an important role.The service provided by the customer manager leaves a direct impression on customers,relates to the mining of new customers and the maintenance of old customers,and is closely related to the source of bank profits.As a rural financial institution in XZ region,XZ Rural Commercial Bank is responsible for local rural finance.In order to further improve the compensation assessment mechanism of customer managers of XZ Rural Commercial Bank,fully stimulate the enthusiasm,initiative and creativity of customer managers,establish a compensation distribution mechanism for customer managers that is directly linked to performance and takes into account collective performance and risk control,effectively motivate the customer management team,and promote the continuous improvement of the scale,quality and efficiency of credit assets,in-depth research was carried out on the performance assessment index system of customer managers.Based on the current situation of the performance appraisal index system of XZ Rural Commercial Bank,this paper studies and draws lessons from the relevant methods of the performance appraisal index system,uses the theory of target management and behavioral science,takes XZ Rural Commercial Bank as a case,bases on the current situation of the performance appraisal index system of XZ Rural Commercial Bank’s customer managers,and aims at the continuous decline in the quality of credit assets of XZ Rural Commercial Bank,taking the optimization of the performance appraisal index system of customer managers as the starting point,through questionnaires and interviews,The analysis points out that the current performance appraisal indicator system has problems such as unreasonable design method of performance appraisal indicator system,performance objectives that do not reflect the differences between customer managers,incomplete design of performance indicators,and unclear weight of performance indicators.The in-depth reasons for the problems are the lack of professionalism of human resources management,the limitation of traditional "big pot" thinking,the insufficient relevance with bank strategy and job analysis,and the lack of communication and participation of customer managers.Based on the survey results,this paper puts forward targeted optimization measures for the performance appraisal index system of the customer manager of XZ Rural Commercial Bank,that is,combining the development strategy of XZ Rural Commercial Bank and the analysis of the position of the customer manager,decompose the strategic objectives and subdivide them into the position of the customer manager,comprehensively consider the application of the balanced scorecard and key performance indicators,redesign the performance appraisal index of the customer manager,and then invite university professors,internal human resources experts The representative of the customer manager shall establish an expert scoring group under the Delphi method to evaluate the relative importance of the indicators,build a judgment matrix,and calculate and determine the weight of the customer manager performance evaluation indicators after the AHP test and the consistency test,so as to obtain the optimized customer manager performance evaluation indicator system.The optimized performance appraisal index system of XZ Rural Commercial Bank’s customer manager includes three first-level indicators,namely department performance appraisal,individual performance appraisal and individual performance appraisal,as well as the amount of loan under management,the number of loan under management,the normal loan interest settlement rate,the normal loan maturity recovery rate,non-performing loans,post-loan inspection,loan collection,public opinion,complaints,customer information management,credit text operation,operation number maintenance,attendance assessment,daily work There are 14 specific indicators for business knowledge assessment.In addition,put forward personnel,concepts,strategies and communication guarantee measures to ensure the smooth implementation of the optimization scheme of the customer manager performance appraisal index system.Through this study,not only will XZ Agricultural and Commercial Bank build a more scientific performance appraisal index system for customer managers,improve the enthusiasm of customer managers,promote the steady development of credit business,but also provide effective reference for performance appraisal for peer institutions.