Research On Optimization Of Teller Performance Appraisal System In Agricultural Bank A Branch

In today’s society,with the continuous advancement of financial industry reform,the degree of marketization within the industry has increased,and competition has become more intense.The existing grass-roots counter staff performance appraisal program of Agricultural Bank A branch has been unable to meet the needs of its development.The rapid development of the financial industry has higher requirements for bank counter staff.For commercial banks,the effectiveness of employee performance appraisal directly affects the completion of the work.In this case,banks must speed up the adjustment of management mode and optimize the performance appraisal scheme of grass-roots counter staff to realize the development of their own business and the maximization of economic benefits.Based on the relevant theories of performance appraisal,this paper analyzes the balanced scorecard,target management method,key performance index method,360-degree performance appraisal method and other methods.By analyzing the basic situation and work characteristics of the grass-roots counter staff of A branch of Agricultural Bank of China,combined with the existing grass-roots counter staff performance appraisal scheme,this paper uses literature research,questionnaire survey and interview to find that the existing grass-roots counter staff performance appraisal scheme does not match the development status of grass-roots counter staff.It is also found that there are some problems such as too formal performance appraisal,lack of feedback on appraisal results,unreasonable setting of performance appraisal cycle,unscientific design of appraisal indicators and insufficient diversity of appraisal methods.Further analysis is caused by the mismatch between performance appraisal and its development strategy,insufficient employee participation and insufficient incentive for performance appraisal.For the above problems and causes,the performance appraisal cycle,performance appraisal indicators,performance appraisal methods and performance appraisal process are optimized,and the participation of grassroots counter staff performance appraisal and the feedback of performance appraisal results are strengthened.Guided by its development strategy,ensure the effectiveness and sustainability of performance appraisal.In order to ensure the optimization effect of the performance appraisal scheme for the grass-roots counter staff of A branch of Agricultural Bank of China,the safeguard measures are put forward from four aspects : organizational guarantee,institutional guarantee,financial guarantee and management guarantee.This paper optimizes the performance appraisal of grassroots counter employees in A branch,hoping to improve the enthusiasm of employees,improve work efficiency,improve employee satisfaction,enhance team cohesion and improve overall performance.The research in this paper has strong practicability for the optimization of performance appraisal of grass-roots counter staff in A branch of Agricultural Bank of China,which is of great significance to the sustainable development of A branch of Agricultural Bank of China,and can provide reference for the optimization of performance appraisal of grass-roots counter staff in other branches at the same level.