Research On Optimization Of Background Employee Performance Management System Of J State-owned Bank H Branch

In recent years,the rise of Internet finance has had a comprehensive impact on major Banks.In addition to the influx of foreign Banks,state-owned commercial Banks have to face the business transformation and adapt to the competition under the current situation with digital operation mode.Although H branch of the state-owned bank of J has always maintained the leading level of total deposits,asset quality and economic efficiency in the local area,it is also faced with huge pressure to change its operation mode and seize market share and maintain the competitiveness of the industry by building a platform and realizing joint marketing between the front,middle and background.Therefore,it is an urgent problem for H branch to build a scientific and effective performance management system for back-office employees,evaluate back-office employees fairly,fairly and reasonably,and give full play to the value of back-office employees in linkage marketing.Based on the theory of management by objectives,control theory and stakeholder theory,this paper takes the backstage staff of H branch of state-owned bank of J as the research object,adopts the methods of questionnaire,literature analysis,case study and so on,and follows the continuous cycle process of performance management "PDCA" to study the performance management of backstage staff.This paper analyzes the team structure,performance plan,performance guidance and implementation,performance appraisal and feedback,and the application status of performance appraisal results of background employees,and conducts a survey on the satisfaction of background employees andnon-background employees.It is found that there are a series of problems,such as unscientific evaluation content,incomprehensive evaluation subject,unreasonable evaluation cycle,and inadequate evaluation application,which are mainly caused by the mismatch between the performance management system and the linkage marketing mode,disunity of performance management cognition,insufficient attention to performance management,and inadequate performance training.Based on this,based on the demand of linkage marketing mode,the paper determines the evaluation content and evaluation criteria on the basis of determining the stakeholders of backstage employees,further optimizes each link of performance management,and proposes the implementation guarantee of the optimization system.The research effectively solved the problems of H branch in background employee performance management,and improved the matching degree between background employee performance management system and organizational environment and business strategy.The research not only enriches the theory of post difference and organizational situation difference of performance management system,but also provides a meaningful reference for the construction and optimization of performance management system of similar organizations and similar positions.