Optimization Design Of The Performance Appraisal Scheme Of LZ Branch’s Outlet Staff Of ICBC

In recent years,during the transformation and development of China’s economy,the country has promulgated many new economic policies,among which the gradual opening of the financial market has the greatest impact on the banking industry.The situation that the four state-owned banks monopolize the financial market no longer exists,and various types of financial institutions compete to join,which makes the competition in the financial market more and more fierce.In particular,the emergence of Internet finance has brought a huge impact on the traditional banking industry.In addition,in recent years,economic downturn,market malaise,increasingly standardized and strict financial regulation,traditional banking industry competition pressure is increasing.The profit model of the banking industry is difficult to innovate,and the product is seriously homogeneous,so improving the service experience of customers has become a key factor to improve the competitiveness of a bank.The staff of the bank branch is the main body of service directly face to face with customers,and the image and ability of the staff of the bank is the name card.Therefore,how to improve the human resource management mode,optimize the performance appraisal mechanism,so as to improve the work enthusiasm of the staff in the branches,is the key point to improve the competitiveness of the bank.This paper mainly uses questionnaire survey and interview method for investigation,and through the analysis of the investigation results,it finds out some problems existing in the current performance appraisal scheme of the employees of the LZ branch of ICBC,and puts forward corresponding optimization measures for these problems.First of all,this paper expounds the background and significance of the research on the performance appraisal of ICBC branch staff,summarizes the current situation of the research on the performance appraisal of commercial banks at home and abroad,and then leads to the concept,methods and related research theories of performance appraisal,laying a theoretical foundation for the subsequent research.Secondly,this paper introduces the current organizational structure,personnel composition and the actual situation of the performance appraisal of the LZ branch of ICBC,and conducts a survey and research on the performance appraisal of the staff of the branch by means of questionnaire survey and field interview,so as to find out the existing problems in the current performance appraisal scheme of the staff of the LZ branch and analyze the causes.Thirdly,this paper optimizes the performance appraisal scheme according to the causes of the existing problems in the performance appraisal of employees in the business outlets.On the basis of key performance appraisal(KPI),the balanced scorecard method and KCI assessment method are used to improve the assessment indicators,and the classification index design is carried out for the staff of four posts in the network.Finally,it puts forward the safeguard measures of culture construction,technical support,training and development,organization and leadership,and implementation,which provide strong help for improving the network management level of LZ branch and enhancing the core competitiveness of the enterprise.The research entry point of this paper is the optimization design of the performance appraisal scheme for the employees of the business branches of ICBC LZ Branch.It is hoped that this study can further improve the performance appraisal scheme for the employees of the business branches of LZ Branch from the practical level,stimulate the employees’ initiative and sense of belonging,so as to enhance the market competitiveness of this branch.Based on the results obtained in this study,it also has reference significance for solving the problems in the performance appraisal of other commercial bank branches.