Research On Employee Performance Improvement Of C Bank Meizhou Branch Based On AMO Model

Since 2020,the COVID-19 has been repeated again and again all over the country,which has affected people’s travel.In addition to the popularity of science and technology finance,individual customers and corporate customers generally use mobile banking and online banking to handle various businesses online,making it difficult for offline banking outlets to obtain customers.At the same time,those leading internet enterprises have extended their layout from advantageous fields such as payment and consumer credit to the fields of government affairs internet and industrial internet.The pressure of cross-border competition brought by some technology giants will continue to increase.The competition in the banking industry is ultimately a competition for talent.Therefore,how to improve employee performance is the key to building a bank’s core competitiveness and improving organizational performance.The research object of this article is C Bank Meizhou Branch,which was established in 2013 as a newly established branch of a state-owned bank in a mountainous city.In the first five years of its establishment,the bank developed rapidly and achieved certain results.From 2018 to 2021,the bank encountered development difficulties,with the main business indicators of deposit and loan scale declining and serious brain drain.This thesis conducts a questionnaire survey and interviews with employees of C Bank Meizhou Branch,based on the actual situation of the bank’s business decline and the outflow of talents in recent years,combined with the inherent demands of employees in the new era,and studies the improvement of their work performance from the perspective of the AMO model.The following conclusions are drawn: first,the work performance of employees of C Bank Meizhou Branch is low/poor and needs to be improved;second,the work ability,motivation,and opportunities for work participation of employees,all of these factors have a significant positive impact on employee job performance,with employee motivation having the greatest impact,followed by employee work ability,and job participation opportunities being the last.Therefore,this article proposes a strategy for improving the work performance of employees of C Bank Meizhou Branch based on the AMO model: First,improve the work ability of employees: optimize recruitment,develop training programs,build a talent team,utilize morning meeting time,carry out comprehensive reform of outlets,and encourage on-the-job education;second,activate employees’ work motivation: establish a management and professional dual channel career development model,establish a full product pricing assessment for all employees,establish an assessment and other mechanisms,establish a real-time reward mechanism,establish a talent recognition mechanism,strengthen talent model demonstration,establish a "community of honor",and strengthen the construction of model worker studios;third,increase employee job opportunities: establish a personnel rotation and communication mechanism,establish a communication mechanism before the new case system,establish a career development reporting system,and establish a career mentor system within the industry.This thesis is a new exploration of the AMO model in the field of banks in mountainous district,expanding the application field of the AMO model,and enriching the research on the improvement of work performance and reform and development of employees working for banks in mountainous district with practical cases.At the same time,from a practical perspective,it provides a feasible solution for Meizhou Branch of C Bank to solve the problem of employee performance,assists the development of the bank’s business,promotes the bank’s experience in other branches in China,and has reference value for the operation and management of other similar banks in mountainous district,as well as improving quality and efficiency.