Research On Performance Appraisal System Of HK Rural Commercial Bank Based On Balanced Scorecard

With the economic advance of globalization and the increasingly fierce competitive environment,human resource management is elevated to a strategic height.The core of human resource management is Performance Appraisal.Performance Appraisal which turns corporate strategy into action is a continuing dynamic system,controlling the process to achieve the enterprise's goals,while improving employee satisfaction in order to achieve a balance between the two.In corporate human resources management,Performance Appraisal provides an important information basis for other human resource module operation,enterprise organizational design,staffing,training and development,compensation management and career planning.Based on the above background,combining the relevant literature and basic theory of performance appraisal,the current situation of HK Rural Commercial Bank performance appraisal was analyzed by field investigation.Performance appraisal effect was evaluated by fuzzy comprehensive model.The result showed that HK Rural Commercial Bank performance appraisal effect was "general".According to the evaluation results,the problems of performance evaluation of HK Rural Commercial Bank were analyzed:(1)The performance appraisal system is seriously out of line with the long-term goal of the project;(2)The evaluation index is single;(3)The result of performance appraisal is unreasonable;(4)The performance appraisal system is not systematic.And then reasons of problems for the performance appraisal were pointed out:(1)competitive pressure;(2)communication channels are not smooth;(3)staff on the overall objectives of the project and the implementation of the development plan is not clear.On the basis of this,the guiding ideology and basic principles of the design of the balanced scorecard of HK Rural Commercial Bank was put forward,the performance appraisal of HK Rural Commercial Bank system from four points of the strategic goal decomposition,design performance index,determining the index weight and determining the target value were proposed.And the implementation steps and safeguard measures of the performance appraisal system were put forward at the four levels of cultural construction,establishment of institutions,establishment of supporting system and training.