Research On The Optimization Of Employee Performance Management Plan Of Bank A

As country’s economy enters a new state of high-quality development,the development model of commercial banks has gradually changed.In this changing environment,industry barriers have been continuously broken down.In recent years,Branch A of Bank Y has faced the challenges of joint-stock banks,local commercial banks,rural commercial banks and Internet financial companies,and the competition for talents has become increasingly fierce.Among them,front-line employees Has become the backbone of various enterprises.How to use a complete performance management plan to motivate and retain front-line employees,stimulate their work ability and human resource efficiency,has become the most important thing to effectively improve the market competitiveness of state-owned banks.A Bank Y Branch of Bank A established a complete performance management system at the beginning of its establishment and updated it when it went public in 2006 after the shareholding reform.However,since then,it has not been updated and optimized.With the changes in the market environment and employee needs,the original performance management plan for front-line employees has been unable to stimulate the enthusiasm of employees,especially among the front-line employee groups.Recognition and satisfaction are low,which leads to low work efficiency.Currently,the number of frontline employees in the Y branch accounts for more than 60% of the total number of employees in the bank.The original plan has had a certain adverse impact on the bank’s business development.The optimization of the performance management plan Adjustment is imminent.This article takes the employees of branch business posts of Bank A Y branch as the research object.Firstly,it expounds the research background and significance,content and framework,innovation points,ideas and research methods of the selected topic.Relevant theories such as salary and domestic and foreign scholars have introduced the research status of the above theories.The existing performance plan was investigated and analyzed by means of questionnaire survey and interview survey,and the problems and deficiencies were found.The following problems were mainly found:first,unreasonable performance distribution,second,unscientific index assessment,third,working environment and corporate culture construction The fourth is that the career development path of employees is not clear and lacks guidance.In response to the above problems,combined with the actual situation and business objectives of the bank,the objectives and measures for optimization are clarified,the details of the implementation of the plan are optimized,and the employee-centered approach is taken to help employees develop in an all-round way.Optimize the performance management plan by referring to the four-dimensional division method in the salary system to help managers find problems quickly and easily and make strategic adjustments.In order to ensure that the optimization plan can actually be implemented,corresponding safeguard measures have been formulated in terms of ideology,talents,and supporting facilities.Finally,the full-text research is summarized and prospected.