Optimized Design Study To The Performance Evaluation System Of The Front Tellers At TQ Branch Of Agriculture Bank Of China

Since the Agricultural Bank of China listed stock successfully after shareholding reforms,the improvement of its own management system has been regarded as the focus of its internal control and internal management construction.From the head office to second-level branches and primary branches,performance management system is regarded as the focus of its work on sustainable development.To view the performance examine as a whole,it gradually transformed into value management as the core of the comprehensive effect evaluation compared with in the past it regarded the profit maximization as the core of the earning power of the examination.Under this background,the Agricultural Bank ought to strengthen the construction of performance evaluation,and further play it's basic role in the business operation,push the whole line to achieve comprehensive harmonious and sustainable development.The counter staff is the most common type of job in the bank,and the teller's income is lower than that of other jobs,but the labor intensity is higher than that of other jobs.TQ branch teller staff accounted for nearly forty percent of total employees,the number is more,but in the position of bank system and compensation system is at the lower levels,the assessment of the status in TQ branch are ignored.Based on TQ branch of agricultural bank counter staff performance appraisal index system as the research object,first of all,introduced the paper selected topic background and significance,research methods and main research contents of the article,this paper expounds the research review of bank performance evaluation at home and abroad;Secondly,elaborates the relevant theories of performance management,analysis of the four kinds of commonly used methods of performance appraisal,this paper introduces the advantages and disadvantages of different performance appraisal methods,for the following the introduction of the balanced scorecard to build performance evaluation index system laid a theoretical foundation;Thirdly,the current performance appraisal status of agricultural bank TQ branch is summarized,and its existing problems are found through questionnaires and interviews,and in-depth analysis of existing problems is carried out.Finally,according to the actual circumstances of the TQ branch and a line of counter staff job characteristics,properties,etc.,the introduction of the balanced scorecard from four dimensions of TQ branch counter staff positions and constructs the index system of performance appraisal,and then by the method of AHP,the concrete index set standard,and put forward safeguard measures forthe implementation of the performance appraisal scheme.As the TQ branch of J city of agricultural bank of China,according to the operation strategy of the whole bank,it has formulated its own performance assessment method,but the performance assessment of the staff of the front-line counter is still unitary.Therefore,the branch needs to establish a comprehensive,systematic and balanced performance appraisal system to support the strategic development of TQ branch.This article applies the theory of performance appraisal,TQ branch counter staff,for example,introduce the balanced scorecard TQ branch counter staff performance appraisal index system,it stood on the enterprise strategic height,through four dimensions interaction relations,the branch counter staff performance appraisal index system of universal coverage,makes up the defect of the original performance evaluation index system,so as to inspire the counter staff's work enthusiasm and enhance the competitiveness of the branch.