Research On Employee's Performance Appraisal Of Hengzhou Rural Commercial Bank

With the expansion of business scale,the strengthening of financial supervision,the deepening of financial reforms,and the increasingly fierce competition in the banking industry,performance evaluation is very important for the management of banks.Performance management here mainly refers to the performance of commercial banks on their employees The management of performance appraisal can improve the morale and satisfaction of employees,and plays an important role in the development of the banking industry.No matter what type of bank,a problem that must be faced is how to establish an effective performance appraisal system.Through an in-depth investigation of the performance management of Hengzhou Rural Commercial Bank through the literature data method,questionnaire survey method and case analysis method,this article understands that there are some problems in the current performance management process of Hengzhou Rural Commercial Bank.These problems are:(1)Limited communication between managers and employees;(2)poor performance of the performance evaluation execution link;(3)failure to use communication skills in communication;(4)lack of fairness in the assessment plan;(5)lack of fairness in the application of assessment results;(6)Lack of effective performance appraisal channels;(7)Managers lack corresponding performance appraisal management capabilities;(8)Grassroots employees lack corresponding knowledge theory of performance appraisal;(9)Lack of performance management training.These problems have affected the performance management performance of Hengzhou Rural Commercial Bank to a certain extent,which has impeded the active initiative of Hengzhou Rural Commercial Bank employees and reduced the efficiency of employees.After conducting a questionnaire survey on the performance management of Hengzhou Rural Commercial Banks,this paper comprehensively uses performance theory,expectation theory,and fairness theory to analyze the existing problems in the performance management process of Hengzhou Rural Commercial Banks and find rural Hengzhou The reasons for these problems in the current performance management process of commercial banks are as follows:(1)The problems in performance communication are caused by:the management of Hengzhou Rural Commercial Bank paid insufficient attention to the communication of performance plans,(2)The lack of fairness in performance appraisal is caused by the incomplete appraisal plan of Hengzhou Rural Commercial Bank,the application of appraisal results is not in place,and the appraisal of performance appraisal flows into the form(3)The problem of lack of performance evaluation process management is caused by the lack of supervision by Hengzhou Rural Commercial Banks on managers,backward construction of performance evaluation culture,and lack of corresponding professional training.Based on the existing problems in the current performance management process of Hengzhou Rural Commercial Bank and the reasons for these problems,this article puts forward the current performance evaluation plan of Hengzhou Rural Commercial Bank(1)The management strengthens the communication before performance evaluation;(2)Strengthen the communication of the performance assessment execution link;(3)Improve the performance communication method;(4)Optimize the performance assessment plan;(5)Strengthen the application of performance assessment results;(6)Strengthen the employee appeal mechanism;(7)Strengthen the organizational structure of performance appraisal;(8)Enhance the training of performance appraisal;(9)Strengthen the construction of performance appraisal culture These nine optimization and improvement suggestions,keep the overall performance appraisal system of Hengzhou Rural Commercial Bank unchanged as a major premise,and further improve performance The evaluation system ensures that the improved plan can be truly used in practice,making the performance evaluation of Hengzhou Rural Commercial Bank more reasonable and scientifical.