Optimization Design Of The Performance Evaluation System Of The Remote Centralized Authorization Center Of H Provincial Associated Press

With the constant changes of China’s economic market and the deepening of financial reform,the management and development of human resources are gradually becoming an important part of banks,which also applies to rural credit cooperatives.As an important part of rural finance,rural credit cooperatives play a significant role in supporting small and micro agricultural enterprises,serving agriculture,rural areas and farmers.However,in the new form of today’s market,the development of rural credit cooperatives have new opportunities,but also have new problems to solve.Therefore,to continue to improve their own growth,it is necessary to improve the human resources system.As the internal support of human resource management,performance appraisal system plays a decisive role in talent introduction.Therefore,how to do a good job in performance appraisal and build an excellent team that meets the needs of its own development has become the focus of enhancing soft power.Based on the theory of performance appraisal and combined with the current industry environment,it is the focus of the authorization center to do a good job in the performance appraisal of remote centralized authorization center.This paper analyzes the relevant situation of the remote centralized authorization center of the Union of H Province,including the basic situation and current situation of the employee performance appraisal system.Based on this,the design of the current performance appraisal system of the bank is optimized.Through in-depth analysis of the existing performance appraisal system,combined with questionnaire survey,field interview and other investigation tools,on the basis of investigation and research,analyze the characteristics of the bank’s service objects,business scope,staff structure,etc.,further establish and improve the performance appraisal system,redesign and optimize the new performance appraisal system based on the theory of key performance indicators method,and dismantle it.Comprehensive refinement and optimization.The main methods are as follows:1.Modify and build a new performance appraisal system,strengthen the use of KPI and 360 appraisal method in the application process,refine the performance appraisal system comprehensively,clarify the performance distribution,and make the performance appraisal system more in line with the actual work needs of the bank;2.2.Redesigned the performance appraisal process,improved the communication and feedback mechanism,and adjusted the performance appraisal in real time to make it more in line with the development;3.Improve performance appraisal indicators.According to the different work nature of the post,the performance appraisal index is adjusted again,so that the performance appraisal can play its due role and improve the enthusiasm of the staff.4.Implement the application of performance appraisal results.According to the assessment results,increase new job promotion channels,provide learning opportunities,improve the centripetal force of employees,creativity and core competitiveness of the company.The ultimate goal is to improve the efficiency of the bank’s operation,personnel management efficiency and level,enhance the staff,enhance the staff happiness at work,improve the staff enthusiasm.