Research On The Optimization Of The Performance Evaluation System Of The Grass-Roots Staff Of Bank Of Communications XZ Branch

In recent years,the operation and management system of Bank of Communications XZ branch has been continuously improved,the quality of financial products and services has been continuously innovated,and the market competitiveness has been continuously enhanced.However,with the continuous entry of other joint-stock commercial banks,the turnover rate of the account manager of Bank of Communications XZ branch has been changing year by year.As the year rises,the contradiction between rapid business development and the ever-increasing staff turnover rate becomes more apparent.Currently,the performance appraisal management system implemented by the Bank of Communications Headquarters,provincial branches and municipal branches are different.Each region develops its own management system based on the actual market conditions in the region where it is located,and the performance management of employees by the XZ branch is still in the exploration stage..Based on the research objects of Bank of Communications ’XZ branch behavior,this paper analyzes the status of the performance assessment of Bank of Communications’ XZ branch performance by using questionnaire survey and case analysis methods based on the theory of performance assessment.Through the statistics of the collected questionnaire data,a series of problems existing in the performance evaluation system of the Bank of Communications XZ branch are pointed out: unreasonable decomposition of performance index settings,insufficient indicators to keep pace with the times,lack of analysis of the working process,inaccurate statistical methods of indicators,assessment The method is not fair and objective,and ignores the distinction between customer segmentation and network resources.The results are not completely linked to the treatment,and employee participation and motivation are not high.This article finds out the causes of the problem: managers do not pay attention,employees’ performance evaluation awareness is not strong,management processes are not standardized,and system technical support is relatively backward.Analyze the cause of the problem,apply key performance indicators,360-degree performance appraisal method and other assessment methods,and provide optimization opinions and safeguards from the aspects of performance assessment team setting,performance assessment indicator setting,assessment process,and application of assessment results,for Bank of Communications XZ Branch In the next step to promote performance evaluation reform to provide reference and reference.