Research On Performance Management Scheme Of Operation Supervisor Of Agricultural Bank Of Changchun Branch

With the rapid development of social economy,the competition in the financial industry is increasingly fierce.As one of the four state-owned Banks,agricultural bank of China has the largest number of branches in the country,benefiting both urban and rural areas.However,in recent years,commercial Banks in cities,credit cooperatives in rural areas and village Banks have risen to prominence,making the competition among Banks more and more fierce.As the core of modern human resource management,performance appraisal is an important means for enterprises to retain talents,arouse the enthusiasm of employees and even enhance their service ability.In the agricultural bank system,as the "facade" of the agricultural bank of China,the position of operation director plays the role of connecting the preceding and the following,transmitting and transmitting,serving as a bridge between leaders and grass-roots employees,the key to controlling the service quality of agricultural bank,and the first line of risk prevention and control of agricultural bank.Therefore,an appropriate performance appraisal program for operation supervisors can not only fully mobilize the enthusiasm and subjective initiative of employees,but also improve the economic benefits of enterprises and their ability to serve the real economy.Through literature research,questionnaire survey and interview,this paper studied the improvement of the performance appraisal program for the operation director of changchun branch.First of all,using literature research branches in changchun,theoretically analyzes problems existing in the current operation director of performance appraisal,based on the research of the related literature analysis,combined with theoretical knowledge,analysis and reference for other enterprises similar experience at home and abroad,and then find out problems existing in the current performance appraisal scheme of changchun branch,mainly including multifarious performance evaluation indicators,the inspection cycle is too long,the grass-roots implementation does not reach the designated position,imperfect relevant incentives.By means of questionnaire survey and interview,the group of operation supervisors of changchun branch was investigated,and the managers of human resources department were interviewed,so as to understand the implementation status of the current performance appraisal program and the opinions of relevant personnel from a practical perspective,and then analyze the causes of the problems.Secondly,in view of the existing problems,I combined the theoretical knowledge I had learned with the work status of the operation supervisor of changchun branch,reviewed the key performance indicators,determined the index weight,formulated performance standards and improved the performance appraisal program.At the same time,the implementation process of the performance plan is worked out,including the pre-evaluation of the performance plan,the performance feedback and the application of the results.Finally,through the enterprise culture,incentives and technical support,to ensure the smooth implementation of the performance appraisal improvement plan.Branches in changchun,this paper aims to the analysis of existing problems of current performance appraisal program,find out problems,and make up the shortfall,improved scheme and design suitable for the development of the enterprise performance evaluation plan,improve enterprise performance management level,and retain talent and fully mobilize the enthusiasm of employees,finally realizes the enterprise innovation,service and development in the protection of the financial risk prevention and control on the basis of improved efficiency.