Research On The Improvement Of Performance Appraisal Of Employees In Lanzhou Anning Sub Branch Of Bank Of Gansu

In recent years,with the deepening of economic globalization,the huge impact of interest rate liberalization,the rapid rise of Internet Finance and the increasingly strict financial supervision,the competition pressure faced by urban commercial banks has been further increased.In China,the positioning of urban commercial banks is mainly to serve local economy and small and medium-sized enterprises.With the expansion of the overall scale of urban commercial banks,the hidden dangers in risk control and internal management are gradually exposed,which seriously affect the sustainable development of urban commercial banks.Most urban commercial banks benefit from the development of local economy,but also subject to the local economy.They have strong dependence on the economic cycle and weak ability to resist all kinds of financial risks,which further highlights the importance of human resource management.Performance appraisal is an important part of human resource management.It is widely used in performance appraisal of urban commercial bank employees,but there are also many obvious problems,such as rigid appraisal mechanism,simple and rough appraisal method,narrow scope of appraisal application,which hinder the overall development of enterprises at the internal level.This paper takes the performance appraisal system of Lanzhou Anning sub branch of Bank of Gansu as the research object,using the methods of theoretical research,questionnaire,data analysis,etc.to deeply study and analyze the existing problems of the current performance appraisal system of the sub branch,and on this basis,combined with the actual situation of the sub branch to optimize the design of the current performance appraisal system.First of all,using the key performance indicator method and balanced scorecard method,combined with the investigationand research,the KPI indicators of the internal departments,business outlets and sub branches’ employees are comprehensively determined,and the sub branches’ business objectives are broken down layer by layer.Secondly,the internal departments,business outlets and sub branches’ employees are divided from the aspects of the weight distribution of the performance evaluation indicators,the evaluation subject’s score weight and the evaluation content.Finally,combined with the implementation of performance appraisal system,strengthen the application and feedback of performance appraisal results.The purpose of this paper is to establish a performance appraisal system that is more in line with the characteristics of Anning sub branch’s own industry and can promote the sub branch to achieve its strategic objectives,so as to fully integrate the sustainable development of the overall performance level of the sub branch and the personal career development of the staff,so as to comprehensively promote the realization of the sub branch’s business strategy.