| The organization uses a fair and effective performance management system to attract,retain and motivate employees,enhance cohesiveness internally,and strengthen the competitiveness of the organization externally.It is the only way for the development of modern organizations.It is an important aspect of the human resources management of the financial industry to comprehensively strengthen the financial industry's study of performance appraisal management theory,objectively summarize current performance appraisal methods,analyze current performance management problems,and establish a scientific and effective performance management system.After in-depth study and analysis of the performance management system of Mulei County Rural Credit Cooperatives Association(hereinafter referred to as ML Association),this paper optimizes the design and develops a new performance management system to adapt to the transformation of ML Rural Credit Cooperatives into a rural commercial bank.This paper is divided into five chapters:The first chapter is the introduction part,expounding the background and significance of the research,the research methods,thebasic content structure of the thesis,and the innovation of this paper;the second chapter is the related literature review part,its main content Including the status quo of domestic and foreign research,related concept definitions and theories,and the main methods and tools used;the third chapter is to explain the status quo and problems of ML affiliate performance management,the main content of which is the introduction of ML Associate's basic situation,performance appraisal and management system status The main problems and shortcomings of the existing problems,as well as the main reasons for the formation of the problem;the fourth chapter is the redesign of the ML Associated Performance Management System,which mainly includes the principles,indicator system,process system,institutional system and organizational system.Etc.Design;the final part of this article is the conclusion and outlook.The research in this paper has a certain degree of reference for the scholars or workers who study the performance of county-level credit union employees,both for the theory of enriching and developing financial efficiency,and for the financial practice of county-level bank reform.The research points out that the problems and shortcomings of ML affiliate performance management mainly lie in the room for improvement in the performance management system.The cultural atmosphere of performance management is not formed,the construction of performance management tools is relatively backward,and the results of performance evaluation are not effectively utilized.The main reason for the analysis of the formation of the problem lies in the limited emphasis on performance management,the unscientific performance evaluation criteria,and the lack of institutional design and operational talent.In view of this,this paper designs the company-level performance evaluation index system and department-level and employee-level performance evaluation index system based on the balanced scorecard.The key performance indicator system is formulated with reference to the SMART principle of KPI.In the process of performance appraisal,it is pointed out that according to the regulations,the chairman of the ML Association,the chairman of the board of supervisors,and the deputy director of the association director are all required to accept the assessment of the higher level organization.All other employees in the work are subject to the performance appraisal organized by the unit.The performance appraisal of ML affiliates is divided into monthly assessment and year-end assessment,which is conducted by means of 360 assessments.In the organizational system,the office department establishes the human resources function,and the members of the human resources group are responsible for the assessment,collection,publicity,and summary of employee feedback. |
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