Research On Performance Appraisal Optimization Of Grass-roots Employees Of Agricultural Development Bank P Branch

Recent years,the speed of China's economic development has gradually declined from high to medium-speed.In addition,China's economy also needs to bear three big mountains,including the painful period of structural adjustment,the digestion period of early stimulus policy and the shifting period of growth rate.The daily operation and long-term development of domestic banking industry are also hindered by the slowdown of China's overall economic development.China's policy banks are fully allocated capital by the state finance,which has a strong nature of state organs.In terms of resource allocation,it is not necessary to fully follow the profit guidelines and market supply and demand conditions.Therefore,for the staff of policy banks,they do not need to undertake heavy performance tasks,and therefore lack sufficient initiative.With the increasing competition in banking industry,how to recruit,retain and motivate outstanding talents has become an important issue of human resource management in banking industry.Scientific employee performance appraisal methods play a vital role in improving employee performance,attracting and retaining talents,fully mobilizing the enthusiasm of employees,improving the core competitiveness of banks and realizing bank operation objectives.This paper chooses the Agricultural Development Bank of P City as an example to explore,starting from the relevant literature and conclusions of China and other countries and the concepts and definitions related to employee performance management,to analyze the defects and shortcomings of the management of grass-roots employee performance in the current conditions of the Agricultural Development Bank of P City Branch;then,in planning and formulating with the Agricultural Development Bank of P City Branch.The long-term strategic objectives of the bank and staff performance management should be taken into account when implementing the balanced scorecard system and related safeguard measures,so as togive the bank or other banks relevant suggestions and experience in staff performance management.By introducing the theory of balanced scorecard,the selection of its overall strategy is further implemented into the specific strategic objective theme,and nested into the four-dimensional quadrant of the balanced scorecard,the staff performance evaluation system of the P Branch of the Agricultural Development Bank is designed and constructed.Finally,it puts forward the comprehensive safeguard measures for the implementation of the Performance Management Optimization Countermeasures of the P Branch of the Agricultural Development Bank.In this paper,the case is explored scientifically,reasonably and rigorously with the help of various specific inquiry methods including case analysis,questionnaire and literature analysis,and some objective,practical and scientific conclusions are obtained.It has a more sufficient theoretical and practical reference for the performance evaluation management of employees in P Branch of ADBC.