The Improved Research On XX Branch Of RZ Bank Performance Evaluation System

The market competition is being more and more fierce under the background of knowledge economy times, and the bank will also consider human resource management as an effective tool to keep the competitive advantage along with banking operations development. As an effective means, human resource management could promote bank restructuring and development, and has a notable influence on the bank’s management. As one of the best ways for staff management, performance appraisal management can produce valid staff incentive and restraint effect, and if combine with the ways of other management, it would furtherance the development of the bank. The scientific and validity of management is significant for the promoting and the development of a major bank. A fair and reasonable performance evaluation system can not only help the bank to promote and build up reasonable personnel and ensure the smooth realization of the bank’s own development goals, but also can help the bank to strengthen the comprehensive management, and thus to improve the productivity of the employee and enhance the overall competitiveness of banks.In recent years, the banking reform in China has been deep and deep, and it has brought opportunities to the entry of foreign banks and the development of local small and medium banks. But it also caused a lot of trouble to the development of the bank of Rizhao,thus leading the bank face great challenge. Therefore, the bank of Rizhao should take full advantage of performance appraisal management and other methods to make ensure that the bank could reach the established goals. In this paper, we make the fundamental theory of modern performance assessment as well as the situation of bank of Rizhao to make a comprehensive risk analysis of the existing system of performance appraisal management,noting the question that the purpose of the assessment being not clear positioning, the evaluation index being not set scientific, assessment methods flawed and ignoring the issues of communication and feedback evaluation.In view of the subsisting problems of the bank, firstly, this paper identifies the aims and ideas of the performance appraisal system, presenting that the performance of distribution reform and efficiency of performance evaluation mechanism should be linkedas a target, communication and feedback, and from then this article discusses the implementation steps in the view of target decomposition, the making of the job specification along with the evaluation of the effectiveness of the training. Finally, this paper analysis the communication and the feedback of the system, and then we propose some related suggestions to safeguard the implement of the system. In the design of the system for the bank of Rizhao, this paper aims at strengthen the comprehensive transformation of the bank,so the whole system has a strong feasibility and practicality,and we also hope that it could be valuable for performance evaluation manager of other banks.