Research On Optimization Of Marketers Performance Appraisal Scheme Of Industrial And Commercial Bank Of E Branch

For a commercial bank,the efficiency and service level of marketing staff in contact with customers is the biggest factor that affects its core competitiveness is the front-end of the banking industry.Therefore,the performance appraisal system of marketers must be effective.This article focuses on the research object of the Industrial and Commercial Bank of China E-Branch,focusing on the current performance evaluation of its marketing staff.In-depth investigation of the problems existing in the performance appraisal of marketing personnel,and in-depth exploration and discussion of the reasons,The aim is to seek and improve the rationality of the performance appraisal methods.Following the principles and goals of performance appraisal optimization,Focus on optimizing the design of performance measures for their marketing staff,In the process of optimizing design,evaluation and optimization should be given priority.Further decomposing the design goals of the evaluation index system,By proposing specific optimization suggestions,the improvement of the performance evaluation process is promoted,In order to establishing a scientific and applicable performance evaluation system.Obtain the basic information and current performance evaluation methods of E-Branch through personnel interview method,questionnaire survey method,query E-Branch file information,By analyzing the current situation and existing problems,and then using the balanced scorecard method to propose an optimization plan,This will lay a solid foundation for the effective improvement of E Bank's resource utilization rate and play a driving role in increasing the core competitiveness of E Branch.Analyze the performance assessment and draw lessons from the experience,explore the existing problems,analyze the causes,and then propose measures to improve performance assessment:(1)The achievement of long-term performance evaluation goals is in line with the current plan.Based on the long-term results,the goals and direction of the performance evaluation plan are set.(2)Reduce the performance evaluation cycle,verify the overall performance evaluation results every quarter,and set up short-term management cycles separately to strengthen supervision by taking some important indicators as targets.(3)In terms of setting performance evaluation indicators,the management cost and the setting of indicators can be compared.The balanced method can be selected for the improved method.The specific quantitative method can be improved at the financial level.(4)Pay attention to feedback and application of performance evaluation results.On the one hand,based on strengthening communication,identifying problems and promoting the enthusiasm of marketers,on the other hand,supporting evaluation and incentives.Formanagers,it is clear how to guide them.(5)Paying attention on performance effective use and established performance Appraisal Supervising organization.After the idea of the marketing personnel performance evaluation optimization plan for E branch was formed,E branch was used as a pilot in some sub-branches with obvious results.After three months,the human resource management system performance evaluation system was used to evaluate the satisfaction.All satisfaction was satisfactory.After that,the Assessment ideas are widely used on a large scale in the whole bank.