Research Of KPI Performance Appraisal Plan Of Grass-roots Staff Of ICBC Shijiu Sub-Branch

With the expansion of banking market, industrial competition is getting moreand more intensive. The competition focus has been already shifted from traditionalmarket and customer to excellent talents. Besides, there have been economic crisesboth at home and abroad, the development of state-owned banks becomes graduallydifficult. Lack and outflow of talents have been the important factor to influencenationalized banks. Since2012, joint-stock commercial banks have gradually setbranches in Rizhao to organize preliminary staff. Except superior bank delegate, mostof the workers have excavated excellent Staff who have rich customer resource,working experience, strong professional ability and comprehensive quality from state-owned banks such as Industrial Bank, Agricultural Bank, Bank of China, ChinaConstruction Bank, etc. The high salary, position commitment and smooth promotionchannel of joint-stock commercial banks have provided excellent talents fromnationalized banks with flowing opportunity.Shijiu Sub-Branch of ICBC, with advantageous geographical location, richcustomer resource and excellent talents, is one of the branches with preferableperformance in its jurisdiction. Middle managers and excellent staff in bank havebeen joint-stock bank’s important target, and the phenomenon of brain drain hasbecome more and more serious. Resignation of part talents has not only severelyinfluenced working activity and cohesion of on-the-job Staff, and the normal businessoperation, but also has caused running off of customer resource, which has made thereduction of branch performance; besides, international financial crisis has also beenone of the factors to influence the branch. Bulk commodities fall sharply. Foreigntrade enterprises run into trouble for that this industry has a strong dependence oninternational business, which will increase credit risk, reduce profits and staff income. It has been the common phenomenon that bank Staff complain the unreasonableperformance assessment and mismatching of income and efforts, resulting in thereduction of their working activity. In order to get rid of the risk to run stably, thisbank has carried out comprehensive combing of the front, middle and back stage aswell as various business, management and administrative lines within the system,finding that there are a lot of hidden dangers in and outside the bank. It has seriouslydampened bank Staff’ working enthusiasm because of the severe problem existing inthe staff performance assessment.Start with the current situation of ICBC Shijiu Sub-Branch, I have carried outcomprehensive research and analysis through the data obtained from questionnaireand interviews, drawing a conclusion that performance assessment, including the onewithin the system of Shijiu Sub-Branch, has various defects: performance index can’tmatch with work, performance assessment process is too simple, assessment resultexists in namely only, etc. through reading abundant literature, drawing successfulexperience from advanced performance assessment management of the same industry,and integrating theory with practice to find out the method to improve performanceassessment, I have finally decided to adopt KPI performance assessment method forShijiu Sub-Branch. Firstly, confirm the responsibility of the job and post to map outthe index and weight of KPI and design assessment procedure so as to ensure that thewhole assessment system is integrated and smooth without any omission. Thenguarantee that the assessment plan will be efficiently implemented through commoncooperation of branch management layer, comprehensive management departmentand each business department. Besides, the usage of assessment result will enableperformance assessment to play an important role during application process toimprove overall performance management work of the branch.Design of this paper aims to put KPI performance assessment theory into themanagement of ICBC Shijiu Sub-Branch to improve its management level andfacilitate the scientific and continuous development of the performance. Meanwhile,it can also provide other branches with reference in the aspect of performancemanagement.