Study On The Optimization Of Performance Appraisal System Of CCB Lanzhou Smart Call Center

With the development of economy and the progress of times,all walks of life have entered a new stage of development.At this point,the old industry regulation has reached a new turning point under the current era context.With the market-oriented operation,commercial banks are also facing such realistic problems as rapid increase in market competition pressure,the convergence of assimilation and the diversif ication of customer needs.Any enterprise that wants to stand out from the crowd,should not ignore the core competitiveness as a key factor.To enhance the core competitiveness,the subjective initiative of each department of the enterprise needs to be fully mobilized.The development of enterprises is inseparable from their employees,human resources management is a powerful support for the rapid development of enterprises.In the management of human resources,in order to fully mobilize the enthusiasm of employees and timely fill in the shortcomings in their work,performance management is an effective method.In order to sustain a Long-term development and continuous improvement,a highly efficient performance management system that enables efficient operation and circulation is especially important.In this paper,Lanzhou Call Centre of China Construction Bank was taken as a research object.Through the literature research,questionnaire survey and other research methods,and with the author's practical work experience,the paper analyzed and summarized the def iciencies in the current performance management,and put forward optimization measures and corresponding safeguards with practical value for the performance appraisal system.Firstly,the paper expounded the background and signif icance of the research,explained the research methods and structural arrangements,and with the relevant research res ults of domestic and foreign scholars summarized the development process and current situation of the topic.Secondly,by means of questionnaires and interviews,the paper analyzed the employee's awareness during the operation of the performance appraisal system of the CCB Lanzhou Call Center,the existing problems in the performance appraisal system and the causes of the problems.Based on the results of data analysis,it can be seen that the employee's cognition of the current performance appraisal system is insufficient.In order to solve the problems in the current performance appraisal work of CCB Lanzhou Call Center,achieve the goal of improving the performance level of individual employees and exerting the role of performance appraisal system,the paper provides corresponding optimization plans and measures in combination with each stage of the performance appraisal system.Finally,in order to ensure the sound operation of the enterprise performance appraisal system,enterprises should also take necessary safeguard measures.These measures can not only promote the improvement of the performance appraisal system,but also promote the smooth development of the performance appraisal work within the enterprise,and play the guiding and stimulating role of performance appraisal.Through the research of this paper,on the one hand,it can improve the service ability of the job,on the other hand,it aims to provide practical countermeasures and suggestions for the optimization of the performance management system of the CCB Lanzhou Call Center.