Study On The Optimization Of The Performance Appraisal System For JS Bank Employees

The performance appraisal system plays a very important role in the survival and development of the organization.A good performance appraisal system can objectively and fairly reflect the working status of employees,enhance the enthusiasm of employees,therefore,enterprise will generate more wealth,successfully achieve the strategic objectives of the bank and respond better to the changes in the domestic and foreign environment.Therefore,performance appraisal is also known as the "baton" of decision makers and the "new engine" of beneficial improvement.In view of the actual situation encountered in the process of organizational development,the design of a set of highly targeted performance appraisal system can not only guide the correct development of the organization,but also provide objective and fair basis for the evaluation of the working status.With the implementation of the system,employees will be working more efficiently towards the established direction.Due to various limitations of its own factors and regional environment,the performance appraisal is maintained at a low level in local commercial banks in the whole.Most local commercial banks have not formed a complete performance appraisal system,and the current appraisal system has not played to the maximum level.JS bank is the representative of Shanxi local commercial banks,which has done a lot of work in performance appraisal.The application of KPI performance appraisal method has greatly improved the business ability of JS bank.However,when communicating with JS bank employees,it was found that many employees were not active in their work,only passively completed their work assigned by the leaders,and even some were perfunctory and prevaricated.Why does this happen? We found that the current performance appraisal system of JS bank does not reflect the real situation of employees ' work,and excellent employees will be excluded in the collective,which seriously hit everyone's enthusiasm.The design of indicators is unreasonable,too many "one size fits all" indicators are used,and the current assessment system is not deeply integrated with the bank's strategic objectives.It is very important to optimize the current evaluation system and work out a set of performance evaluation scheme which can meet the development requirements of JS bank and fully mobilize the enthusiasm of employees.Based on the method of systematic thinking,the author expounds the ideas of optimization design and principles,combines with the actual situation of the bank,bases on the bank strategy,constructs the bank strategic map,selects JS bank key performance evaluation indicators from four different dimensions of Balanced Scorecard(BSC),and effectively decomposes them layer by layer,implements them step by step,finally forms the breakthrough point of performance evaluation indicators,and uses the results of the diversified,complementary performance appraisal system with supporting safeguard measures greatly improves the performance appraisal level of JS bank,enables employees to see that their work is recognized,the bank's core competitiveness is gradually improved,it will tamp the foundation for the bank's overall strategic objectives.