Performance Evaluation System Research Of Bank Of China F Branch

In 2016,the banking industry shows the new characteristics and laws of diversification of competition,more diversification of development power,more complex financial risk and stricter supervision of banks.For commercial banks,how to develop a practical,effective and perfect performance evaluation system to stimulate,promote and restrain all staff,improve the sustainable development ability and management level of commercial banks,become a vital issue.In this paper,through the analysis of the status of bank of China f branch performance appraisal system,mining bank of China f branch performance evaluation system problems and needs to be improved: assessment indicators are not reasonable,not strong,too quantitative;Lack of communication feedback in the appraisal process;The improper use of performance appraisal results is weak correlation with the incentive mechanism and constraint mechanism,and the incentive difference is small;From the problems found,the causes,mainly including the management,lack of professional skills;Extensive management and backward system;In the assessment environment,the construction of corporate culture is not in place.Based on the problems and causes,the performance evaluation system of bank of China f branch was redesigned.Mainly from the overall framework of the performance appraisal system,performance appraisal participation role and responsibilities,performance appraisal system indicators,performance appraisal system process,performance evaluation feedback and so on.Reference the advanced performance appraisal concepts,methods and excellent practice cases at home and abroad,propose better performance appraisal scheme.In order to optimize the performance evaluation system,make the assessment more fair and reasonable,maximize the enthusiasm and creativity of employees,and make full use of multiple resources.Finally,the paper puts forward the implementation strategy of performance evaluation system of bank of China f branch,and puts forward the problems in the implementation according to the actual situation.This paper focuses on the factors of reducing the performance contribution and work motivation of front-line employees in the performance appraisal.Pay attention to thesatisfaction of employee learning,growth and other self-realization needs,improve the significance of this paper.