| The development of joint-stock commercial banks in China becomes faster and faster since it emerges. The rapid development and scale expansion of banking industry requires more and more human resources, and require the joint-stock commercial banks to make adjustments based on changes in the market. The dispatch system has gradually become the best form of employment in the process of joint-stock commercial bank management in this request, and employees of the dispatch system is a part of commercial banks is an essential human resource allocation. However, as dispatching system for employees with relatively high mobility and low organizational loyalty and the substantial growth of the number of employees of the dispatch system, how can the bank conduct effective management of the dispatch staff, control the job risk and make performance incentives, which an important work of the entire banking system need to gradually improve.On basis of research of human resources management and performance appraisal, the study analyzes performance appraisal of the dispatch staff in XY Bank NN Branch by using literature analysis, questionnaire survey and other research methods. It delimits the concept of the labor dispatch and performance appraisal at first, and describes several methods of performance evaluation commonly used. Then the study introduces basic situation of XY Bank NN Branch and the status of performance appraisal of its dispatch personnel, which also pointes out problems existing and the reasons. Then it explores the feasibility of360-degree performance appraisal system for the dispatch staff of XY Bank NN Branch, and identifies principles of the design, which also builds the performance appraisal system and proposes the implementation process. Then the paper analyzes obstacles that may arise during360-degree performance appraisal implementation, and gives protection of360-degree performance appraisal system for the dispatch personnel in XY bank NN Branch. |
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