Yangzhou ICBC W Branch's Employee Performance Appraisal System Improvement Research

In recent years,with the postponing of economic speed-up of China,the accelerating of China's financial industry globalization,the narrowing of bank margin,the accelerating of money disintermediation,and the shocking of internet finance,the competition among financial industries is more and more fierce.As one of the four state-owned banks in China,ICBC needs to strengthen enterprise management to keep developing in the fierce marketing environment.Human resource management is one of the important parts of enterprise management.How to play the advantages of human resources becomes the considered problem of the banks.Performance management has been valued by more and more commercial banks,which can gain competitive advantage of commercial banks.The performance management system of Commercial bank is an organic system,and performance evaluation plays an important role in performance management system.Through the establishment of en effective performance appraisal system,the bank can fully develop human resources advantages,which can provide protection for the banks in the fierce competition in business development.Therefore,in this article,I choose W sub-branch of ICBC Yang Zhou branch as the research object.Combining the problems in the actual work myself,I study the staff performance appraisal system of W sub-branch of ICBC Yang Zhou branch,put forward solutions.This research has practical and specific guidance and has strong reference significance for reference to the brothers line and trade.Based on the related theories and literature review of employees of the enterprise performance evaluation,this paper adopts the methods of the combination of inductive and deductive analysis method,and the combination of quantitative and qualitative analysis and comparative analysis and other methods.Through analyzing the basic situation and the status of the assessment of W sub-branch of ICBC Yang Zhou branch from the aspect of basic performance,special reward performance,business performance and so on.The writer finds some problems of the branch staff performance appraisal process which mainly includes the unflexible coefficient,the lack of a comprehensive,long-term and scientific of the basic performance index;the complexity of irrational proportion of special reward performance system;the imperfect of Performance result feedback result;the lack of control of the superior line straight performance of custom manager.Through analysis,the author uses the method of key performance indicators(KPI),360-degree assessment method,the PDCA circulation method to optimize the staff performance appraisal system of W sub-branch of ICBC Yang Zhou branch,which includes the reflecting in proportion to the penalty;using the method of"PDCA cycle" optimize performance evaluation process;improving the appraisal organization;?using the 360-degree evaluation method to the superior line straight through the inspection of customer manager for review.Finally,in this paper,we discuss the performance appraisal system implementation safeguard measures,may encounter the difficulty and countermeasure of carried on the thorough analysis and detail.It can provide an example for the construction of bank performance appraisal system of other banks.