A Research On The Reformation Of Performance Management System Of D Department,G Branch,Bank Of China

Performance management plays an important role in assessing the objectives of commercial banks,motivating management and developing strategies.With the increasing global competition and the acceleration of technological change,it is essential to design a set of effective performance management system for the survival and success of commercial banks.However,most commercial banks in China's performance management system is still rely on single assessment system,financial indicators,to criticize.It is still not very scientific and reasonable,and it needs further improvement and perfection.Therefore,it is very important for enhancing the core competitiveness of commercial banks to set up a set of scientific performance management system.Therefore,it is very important for enhancing the core competitiveness of commercial banks to set up a set of scientific performance management system.Based on the theory of human resource management,this paper analyses deeply into the performance appraisal system in D department by literature research and case analysis.Through the questionnaire survey,this paper points out the existing problems,about 1implistic pursuit of profit target,regular rotation of chief,little emphasis on performance management and awareness,not enough promotion of strategic objective,assessment implementation is divorced from strategy,imperfect performance management system and so on.Plus,aiming at the disjointed problems between implement of appraisal of the department and strategic objective by in-depth interview,five advice are put forward,about changing operation concept,adding non-financial index,chief regular rotation linked to performance management,unifying the understanding from management at all levels,establishing strategic-oriented performance management,and improving performance management system,which give reference for further improvement of performance appraisal.