Research On The Improvement Of Performance Appraisal In Z Bank's Backstage Payment Office

In recent years,with the development of financial science and technology,the traditional banking industry has been greatly impacted.The centralized operation mode of banking industry has developed rapidly,but the development speed of human resources management level has not been able to adapt to the development of centralized operation mode.Performance appraisal is the core of performance management and an important part of human resources management.It provides an important reference for staff salary distribution,training management and promotion.Therefore,the improvement of performance appraisal is particularly important for the development of enterprises.In recent years,the payment Office of Z Bank's back-end operation center has many kinds of business and more recruits,but the level of performance management has not been improved correspondingly,many employees lack enthusiasm for work,and the current performance appraisal can not meet the needs of enterprise development,so it is urgent to optimize it.Taking the payment Office of Z Bank's back-end operation center as an example,this paper makes full use of the methods of literature analysis,interview and investigation,questionnaire survey,etc.to analyze the current situation of the payment office and the problems existing in the performance appraisal.The main problems are as follows: the unreasonable monthly performance appraisal cycle,the incompleteness of performance appraisal indexes,the irrationality of weight,the insufficient application of performance appraisal results and so on.Based on the actual situation and the current performance appraisal,the paper puts forward some improvement suggestions,hoping to make the performance appraisal of payment business department adapt to the continuous development and expansion of the team,so as to promote the whole operation Center development,improve the competitiveness of Z bank in the reform wave.