The Xinyang Commercial Bank Performance Management Program Design

With the acceleration to the process in combination of economy and finance, competition among banking is becoming fiercer than ever. In response to the challenges from the times, the management of Xinyang commercial bank (XYCN) has compiled the schedule of development and drawn up persistent development strategies. Based on the management concept of people oriented, comprehensive reforms, such as reform on the policy of human resource and salary, improvement and specification of the appraisal system and so on, were carried out towards human resource management. It is true that the new human resource policy arouses the staff's enthusiasm in working and promotes the business. Meanwhile, it is also true that the new policy, performance appraisal (PA), is confronted with many new problems, resulting from the insufficiency in indicators in PA and the imperfection of the objective in quality-leading PA and classification the appraisal into different grades in the forced distribution method. Therefore, the human resource management focused on PA management must be carried out to solve the existing problems facing the present human resource management, to improve the human resource management level and to ensure the reaching of strategic targets in XYCB.Therefore, this study, through interviewing and data consulting, investigates the present conditions and makes a comprehensive analysis on the problems facing human resource and attempts to find out both the existing problems in human resource and the tasks facing the human resource in XYCB. The study takes the strategies of development in XYCB into consideration. It aims at finding out theoretical support for the project design of PA management in XYCB through elaboration on the theories of PA in modern commercial bank. This study not only resolves the development strategies of the XYCB according to objective management to compose the objective system of PA in XYCB, but also systematizes the project of to inform each post its objective. Based on the objective for each post and department, the study suggests adopting KP1 to resolve the objectives.Balanced scorecard and performance report to perfect the scientific PA system in XYCB. Finally, the PA project of the XYCB will be shaped if all the factors, such as objective system, appraisal system, procedure, organization and instruments and so on, are taken into considerations.The study tries to make a balance between the long-term objective and the short-term one. Systematic objective system ensures that business games will be carriedout to every post of each department; while performance appraisal norm and appraisal methods designed by scientific instruments guarantee to resolve the objective strategy. In the end, the PA will be carried out perfectly with the forceful organization, perfect implementing procedure and system o Nevertheless, in this study, the indicators in PA in the objective system involves in only some business in XYCB. Thus it requires that the project be improved as far as other business is concerned. In the mean time, the PA management is dynamic, involving in the whole staff, hence it requires certain conditions while performed and the staff must be trained before performed.