On Performance Appraisal Systemoptimization For Marketing Department Of Bank Of China.D

Since 1980s,China has formally entered the stage of reform and opening.As a result,China's economy has grown steadily.In the last decade,the western countries were seriously affected by the last round of economic crisis,and the overall strength of the country has declined.The Chinese government,on the other hand,seized this historic opportunity,formulated a series of economic incentive policies,quickly got rid of the haze of the global economic crisis,and walked out of the road of independent and high-speed economic development.The essential reason why China's economy has successfully broken through the bottleneck of development and achieved its current brilliant achievements is the abundant financial support.Because of the support of state policies,the domestic banking industry achieved unprecedented development.However,it is precisely because of this rugged pattern of development that the overall competitiveness of domestic banks is relatively weak,the product homogenization is serious,and the industry competition is becoming more and more intense.The Bank of China must enhance the core competitiveness,and only in this way can it cope with the pressure from the market.It is well known that high-quality human resources are the real core competitiveness of the enterprise.To the Bank of China,it is the fundamental way to improve the core competitiveness and innovation ability of the Bank of China to help the enterprise stimulate the enthusiasm of the employees and give full play to their personal potential through scientific performance assessment means and policies.The Bank of China is one of the four largest state-owned banks in China,which has a history of one hundred years since the completion of its construction in last century.This paper takes the marketing department of Bank of China D Branch.and its employees as the research objects,and uses the case analysis method,qualitative and quantitative analysis,questionnaire survey and literature review.Firstly,the author analyzes the current performance assessment system of the marketing department of Bank of China D Branch,and digs out the existing problems in the system mainly including:unreasonable design of the performance assessment system,non-scientific performance assessment guidance,non-perfect performance assessment system and not-enough result of performance assessment.Meanwhile,the causes of the problems are analyzed thoroughly.Combining with the actual development strategy of Bank of China D Branch and the present situation of human resource management in marketing department,the author establishes a performance assessment system of employees guided by bank development strategy,which is hoped to help marketing department of Bank of China D Branch get out of the human resources management crisis caused by the non-efficient employee performance assessment system.By optimizing the performance assessment system of Bank of China D Branch,this paper hopes to help Bank of China D Branch to solve the crisis of employee performance assessment management,and provide reference for other banks to solve similar problems.