The Improvement Of Performance Evaluation System Of Commercial Bank Employees

In recent years, the interest margins of commercial banks is further compressed as the domestic economy slows, financial disintermediation and interest rate liberalization. China’s commercial banks are facing more complex and competitive business environment, so how to insure soundness and efficiency is an important task for all Banks. For this purpose, establish and perfect the human resources management system and incentive-constraint mechanism that conform to the requirements of the modern commercial banks and economic environment is a vital step. As a new commercial bank, Postal Savings Bank of China develop rapidly in recent years, and plays an important role in the aspect of rural finance and medium small and micro-sized enterprises finance. However, to build a modern commercial bank should pay more attention to internal management. Postal Savings Bank of China Taian Branch was founded only six years ago, so it has a large gap on management mechanism, competitive ability, salary, etc. compared with other commercial banks. The present performance appraisal system exists obvious deficiency especially on performance management,, which has caused various unfavorable phenomenon such as employee’s enthusiastic and loyalty decreased. With the development transformation, external competition and the increasing turnover, to study and improve employee performance evaluation system is particularly urgent for Postal Savings Bank of China Taian Branch.This paper proposes an improved performance appraisal scheme which based on the business development goals, department duties, and job responsibilities. In order to get the result, this paper first carry out in-depth research and analysis on the current status of performance management, then takes the ordinary employees of professional positions as the example and synthesizes commonly used method of performance appraisal. The scheme optimizes the old performance appraisal index system and performance management process and performance results application. In addition, this paper put forward the safeguard measures to ensure the new performance evaluation scheme carried out smoothly. The improved scheme is based on the current situation of Taian Branch, it will fill up the ordinary employees of professional positions for the current performance evaluation system. At the same time, the improved scheme can improve the correlation between performance evaluation indicator and individual performance, department performance, and enterprise development goals. Above all, the improved scheme can mobilize the staffs enthusiasm, which is advantageous to the ability of the sustainable development.This paper is divided into five chapters:The first chapter is the introduction part, mainly introduces the research background, purpose and significance of this article. The second chapter introduces the literature on domestic and foreign banks employee performance evaluation and the common performance assessment methods. The third chapter introduces the current situation and the basic situation of employee performance evaluation and in-depth analysis of the problems existing in the employee current employee performance appraisal system. The fourth chapter put forward an improvement project of employee performance evaluation based on the third chapter. The fifth chapter puts forward the safeguards in order to carry out performance evaluation plan smoothly. At last, concludes the new performance evaluation scheme and presents some problems of the further solution.