Redesign Performance Evaluation For LC Credit Association On BSC

Along with the rapid development of China’s economy, especially after entering WTO financial industry gradually opening up, China’s Banks are facing increasingly fierce competition. Attracting, retaining talent and continuously encouraging its enthusiasm is the key for enterprise to obtain competitive advantage. The balanced scorecard is a very advanced management tool. it is divided into financial, customer, internal process, learning and growth four dimensions, overcoming the single dimension of one-sided. Many large and medium-sized enterprises at home and abroad have been widely used the BSC to construct performance evaluation system. Performance management has become the core part of human resource management, in the human resources management play a key role.The rural credit cooperative association of Shandong province LC association (hereinafter referred to as the LC credit association) is secondary branch rural credit cooperatives. It develops very fast in recent years, and the ability to resist risk and market competition ability strengthens further. However performance management association of LC credit association is not formal, examination system and the evaluation index are not enough to determine the rational and scientific. The result can’t ues in training and emolument and other HRM functions. So the staffs work enthusiasm was decreased.This research uses balanced scorecard theory as leadership, performance appraisal theory as foundation to design the performance evaluation system in corporate-level, functional-level, and position-level. First of all, the research analyzes the internal and external environment, uses the SWOT analysis tool, and put forward the development strategy of the LC credit association dividing in finance, customer, internal process, learning and growth four dimensions in corporate-level. And then through the right value factor analysis, causalmethod decompose in to functional-level, and further in position-level, and finally builds performance evaluation indicator system. Finally, this article connects performance appraisal with other HRM functions, such as training, professional development, and emolument in performance planning, implementation, evaluation, and feedback loop. Finally raised the efficiency.