| The rapid development of China’s economy needs to be supported by an efficient financial system,and commercial banks,as an important part of the financial system,play a vital role.By providing credit,payment and savings services,commercial banks provide financing and capital circulation support for all kinds of enterprises and individuals,and play an irreplaceable role in achieving economic growth and social development.However,in a highly competitive market environment,commercial banks need to constantly innovate and evolve to remain competitive.The performance management system is one of the keys to the efficient operation and sustainable development of commercial banks.This thesis takes Bank A as an example,through the introduction of KPI theory,consulting a large number of literature and resources,the satisfaction survey of the performance management system of Bank A’s on-the-job relationship managers,supplemented by interviews in the process of questionnaire survey,studies the operation of Bank A’s existing performance management system,through research,Bank A now has the following problems: First,the subjectivity of performance appraisal is strong,and the degree of individual participation in the design of performance management system is low;Second,performance appraisal is disconnected from goals,and there are problems in the goal setting of the current account manager’s performance management system;Third,the performance evaluation process is not scientific,the bank’s current performance evaluation process and methods are not scientific enough,and the overall satisfaction of the survey subjects with the performance evaluation process is low;Fourth,the coaching and communication feedback in performance management are insufficient,there is a problem of one-way evaluation in the performance appraisal process,and there is no sufficient interaction and communication between the evaluator and the evaluated;Fifth,the application of performance evaluation results is insufficient,and Bank A has not fully applied the results of performance appraisal,especially in training.After comprehensive investigation and in-depth analysis of Bank A,the performance appraisal optimization scheme of the relationship manager was designed in view of the problem and combined with the KPI theory.The first is to ensure the implementation of the bank’s overall strategic plan and the realization of annual work objectives through the performance plan,the second is to optimize the bank’s performance management process by supervising the performance implementation,the third is to manage the performance of the customer manager of Bank A through the performance appraisal evaluation system,and the fourth is to stimulate the work enthusiasm of the customer manager group to the greatest extent through performance feedback and improvement,so as to achieve the purpose of optimizing the performance appraisal system.It is recommended that Bank A adopt KPI management countermeasures to improve the efficiency and performance of relationship managers,promote their sustainable and healthy development,and provide guarantee for the optimization of bank management system to enhance Bank A’s overall market competitiveness. |
