A Study Of Performance Management System Construction And Operation Of A Branch Of Postal Savings Bank Of China

Along with the coming of knowledge economy and global economy integration, China's banking system reform is continuing to develop in depth, and it is being increasingly competitive in the banking industry. As a new state-owned commercial bank, Postal Savings Bank of China A branch is facing enormous challenges in operation and management. To establish a set of scientific and reasonable performance management system by the development and management of human resources and enterprises'strategic management need, has become one of the core tasks of improving resource allocation and internal incentives system as well as improving management system in China Postal Savings Bank A branch.Under the guidance of the theory of modern human resources management, this thesis uses demonstration and dynamic analysis methods to research and analyze the current status of performance management in China Postal Savings Bank A branch. Furthermore, we held structured interviews in middle-ranking officials and took questionnaire survey on the employees in Jieyang branch. At last we found that China Postal Savings Bank A branch had several problems in performance management as follows: (1) unit (department) appraisal and personal appraisal were disjoint; (2) evaluation indexes were unscientific; (3) the administration authorities were not able to form systematic knowledge in performance management; (4) lack of feedback mechanisms of performance appraisal; (5) the application of performance appraisal results was not appropriate; (6) lack of communication and counseling during the process of performance communication.As we have the above main problems in China Postal Savings Bank A branch, under the guidance of modern theory of performance management, this paper carried out countermeasures and proposals to improve core contents such as goal management, performance management organization, establishing performance management systems, performance communication and feedback, performance results application, performance improvement and counseling, performance management system evaluation and so forth. We also designed a new performance appraisal program. To smoothly put the new performance appraisal program into execution, this paper presents recommendations in four areas: (1) to draw full attention of managers at all levels; (2) fully use communication and publicity the enterprise; (3) strengthen process control of all aspects of performance management; (4) to entirely combine performance management and corporate culture. This paper aims to establish a set of new performance management system which is correspond with the current situation of China Postal Savings Bank A branch, through long-term operation, gradually improve the performance management system, constantly improve the faculties'job performance and, ultimately, promote the continuous improvement of organizational performance, to help employees to find the meeting point of their personal career and enterprise development, so as to achieve win-win situation.