A Research On The Performance Evaluation System Of Commerical Bank Employees

With the rapid development of economic globalization and finance unification nowadays, the mightiness of a country must be based on the powerful finance. However, there are still great gap between the international competitive ability of the commercial bank in China and that of large banks abroad. With the challenge of entering WTO, the reform of commercial bank must focus on the father structure and running mechanism according to the requirement of cooperation property on monetary management and modern financial enterprise institution. Thus, the establishment and consummation of personnel system, inspiriting and restricting system according with the requirement of commercial bank are necessary key points. For a bank to quick up the establishment of financial enterprise, it must boost the personnel inspiriting and restricting system focusing on this core issue.Hereinto, inspiriting system is the nucleus of bank supervising, dominating and distributing, thus establishment of scientific performance index evaluation system is the sticking point of perfecting the inspiriting system. Evaluation system, as one of the most important management tools for personnel administration, is the major reference guideline of the big personnel decision, such as staff transferring, promoting, raising, etc, and also the crucial basis of carrying out the employee inspiration. The bank, as a special enterprise, the particularity of its management business and its position in national economy determine that the establishment of Performance Evaluation System of Commercial Bank Employees should have the sharing characteristics of the general enterprises and also have the particular requirement as financial enterprise.Commercial bank is particular enterprise of managing monetary. From the evolution of commercial bank, setting up a scientific and reasonable personnel management system is not only the requirement of modern enterprise but also the necessity of the self-development of the commercial bank. The competition among the banks is all in all the competition among the bank employees. But how to manage our employees, stimulate their passion for working and build up highly efficient work team need objectively evaluate the performance of their work. At present, the evaluation of employees' performance in commercial bank is based on their self summery in their work, instead of on their post objective system and their fulfillment, which is still based on the stage of "morality, ability and diligence". Therefore, this results in being divorced from working reality, subjectively covering up one's errors, lacking of performance evaluation system combined with quantum and qualitative analysis, thus easily being sucked into "halo effect" , which is greatly influenced by their identity, status and interpersonal relationship. The performance evaluation focused on format cannot be closely linked with their salary, promotion, transformation and stimulation, neither can correctly propose project in terms of working skills, attitudes, development and training, whichThe thesis falls into five parts. Chapter One: Introduction. This chapter discusses about the research background, objectives, importance, research trend home and abroad, thought of line and research approaches. on the basis of which it discusses the performance evaluation employed by the commercial banks in China. Chapter Two: Summery of Performance Evaluation. This chapter focuses on the concept, necessity, aim and function of performance evaluation, which is the basis of the whole thesis. Also elaborated the commercial bank employee importance and urgency of the results evaluation, in this foundation ascend point out our country commercial bank to employee results evaluate existent problem blemish Chapter Three: Process of performance evaluation. From the single flow of performance evaluation, it has three stages. First is preparation, second is record, and third is award and punishment. The management of the bank is continuing and so is the evaluation. Performance evaluation can be modified and perfected, awareness and behavior of performance can be strengthened only in this circle. Chapter Four: The practice of performance evaluation on the employees in commercial banks. Commercial banks are made up of different layers and classifications of staff, such as management staff, sales staff and counter clients. Different people take different jobs and responsibilities, thus different contributions. So when evaluating the performance of employees, we should adopt various checking methods according to their working features in order to effectively evaluate their performance Chapter Five: the result and application of comprehensive evaluation of employees. It starts with the determination and feedback of performance evaluation, the establishment of inspiring system connected with their performance, on the basis of which we can objectively and reasonably analyze employees'performance, then lay a foundation for future human resources development and management of the commercial bank.