Research On Employee Performance Appraisal Optimization Of YC Bank L Branch

In recent years,the financial and economic situation has become more and more serious.The state has issued a number of financial supervision policies,and the financial market supervision has been continuously strengthened.Moreover,with the emergence of Internet finance and more and more foreign banks entering China’s financial market,traditional commercial banks are facing an increasingly severe competitive environment.If traditional commercial banks want to improve their competitive advantages,they should abandon the traditional management concept,pay attention to the important role of human resources in improving their competitive advantages,and improve the overall quality and professional ability of employees with the help of the perfect performance appraisal system,so as to continuously provide impetus for the development of banks.However,it is found from practice that there are still many problems to be solved in the employee performance appraisal work of traditional banks,especially in state-owned commercial banks,whose human resource management concept is relatively backward,and the development is relatively "comfortable".In the new era,the defects of bank employee performance appraisal have become increasingly prominent.Based on this,this study conducts a corresponding research on the optimization of employee performance appraisal of YC Bank L Branch.Firstly,on the basis of sorting out the relevant studies of scholars at home and abroad,defines the core concepts involved in the paper,introduces the performance appraisal method and related incentive theory applied in the study of YC Bank L Branch,and analyzes the current employee performance appraisal system;then used the questionnaire survey and interview method to understand the views and suggestions on the current performance appraisal,and identifies the current performance appraisal problems.The study found that there are many problems to be solved in the performance appraisal of YC Bank L Branch.Firstly,the lack of decomposition of the strategic objectives of the bank and the ambiguity of the performance appraisal objectives,the subjectivity of the value assignment method and the irrationality of the indicators of the index;firstly,the neglect of the importance of the results of the performance appraisal and the lack of the results of the performance assessment is weak.Finally,to solve the problems of the study,the performance appraisal system of the employees,in the basic principles of fairness and openness,strategic orientation,the combination of reward and punishment and the science and rationality.First,set up reasonable performance appraisal objectives;second,establish a scientific performance appraisal index system;third,expand the performance appraisal subject;fourth,improve the communication and feedback of performance appraisal;and fifth,expand the application of performance appraisal results.At the same time,in order to ensure the effective implementation of the new employee performance appraisal system,also suggested the bank management attention,improve performance reward for timeliness,attach importance to the communication feedback and propaganda,strengthen the construction of enterprise culture,and improve the performance appraisal system of supporting management system,including performance appraisal data file system,performance appraisal responsibility system,etc.