| In the face of the banking industry,which is gradually becoming more and more competitive,my country’s commercial banks have gradually emerged with the characteristics of homogeneity of highly similar financial products and similar personnel management models.In order to further meet the needs of commercial banks to develop steadily and maintain profit growth,some banks,as pioneers,take the initiative to carry out reforms by adjusting their business structure and innovating their financial products.This is a positive signal,but the implementation of products requires specific measures.Account managers,so establishing and stabilizing a core team composed of excellent account managers is particularly important for improving the bank’s development and profitability.In this context,this paper analyzes the performance appraisal system of account managers in X Bank J Branch,and constructs a new model by adjusting the weight of indicators.to solve the current development problems of J Branch and achieve the practical significance of supporting the long-term development of J Branch.On the basis of examining the relevant literature and theories of performance appraisal,starting from the actual situation of the J branch of X bank,this paper investigates the operation of the J branch of X bank,and finds that there are corporate account managers in the J branch that the turnover rate is higher than expected due to the lower performance income than expected.high phenomenon.In order to study and solve the problem of performance appraisal of branch J,this paper summarizes the indicators,implementation process and application of the existing appraisal system of branch J mainly through questionnaires and interviews,and finds that the main indicators of branch J’s performance appraisal system Single design,vacant weight distribution,chaotic assessment implementation,single application of results and formalized feedback of results seriously hampered Branch J’s ability to develop in a healthy way in the long term.Limited support and short-term profit-seeking prevail.On application of Bsc,this paper studies and optimizes the performance appraisal system from the aspects of index selection,weight design,coaching implementation,and safeguard measures.In order to objectively reflect the work ability and achievements of the company’s account managers,the role of the assessment system has been strengthened.At the same time,we will study the corresponding guarantee system from the aspects of management system,information technology and human resources,and implement a more perfect implementation guarantee environment for the performance appraisal system.After the change of the setup,it can improve the current human resources management level of J Branch,and strengthen the promotion and guiding role of management methods for business development;on the other hand,it can make the development strategy of X Bank J Branch and the company The personal development goals of the account managers are matched,so that the company’s account managers can improve their work motivation and enthusiasm,and continuously strengthen their own business capacity building,and finally realize the unification of personal development goals and J branch’s strategic planning. |
