Research On Performance Appraisal Optimization Of J Bank's Bond Trader

In recent years,the growth rate of China's GDP has slowed down to about 6%.On the one hand,the banking industry is affected by the external macroeconomic downturn,on the other hand,due to the coexistence of various forms of banks(policy banks,commercial banks,foreign legal person banks,Internet banks),the competition in the banking industry is becoming increasingly fierce.Ultimately,the competition between banks is the competition of talents.As a position with high profit contribution of J bank,bond trader is not only the backbone of J bank,but also an important advantage of J bank's market competitiveness.However,there are some problems in the performance appraisal of bond traders,such as the disunity of individual and organizational goals,and the inconformity of individual and organizational interests.This study takes J bank bond trader as the research object,based on the methods of literature review,interview and case analysis,first of all,this paper clarifies the current situation of the performance appraisal system of J bank bond traders,analyzes the problems existing in the performance appraisal system of bank J bond traders:unscientific selection of performance appraisal indicators,incomplete performance appraisal subject,inaccurate use of performance appraisal method,lack of performance appraisal feedback,incomplete application of performance appraisal results.And explores the causes of these problems from four aspects,they are:managers do not pay attention to performance appraisal,defectiveness of performance appraisal guarantee mechanism,lack of performance appraisal culture,limitation of traditional personnel assessment system of state-owned enterprises.Based on performance appraisal theory,this research optimizes the design of the original performance appraisal system.First of all,combined with the actual situation of bond trader's post,and guided by J bank's strategic objectives,this paper uses balanced scorecard and KPI to optimize bond traders' performance evaluation indicators from four dimensions: finance,customers,internal processes,learning and growth.Secondly,the 360 degree performance appraisal method is used to enrich the performance appraisal subjects of bond traders from the aspects of superiors,colleagues and themselves.The third is to improve the performance appraisal system of bond traders,establish a compass for the performance appraisal behavior of bond traders.The fourth is establishing a smooth performance feedback mechanism andstrengthen performance test feedback interview.The fifth is to strengthen the application of performance appraisal results and compensation,promotion,training,career planning.At the same time,in order to ensure the implementation of bond traders' performance appraisal system,this study has formulated three guarantee measures: improving the management's attention,strengthening performance appraisal training and building corporate culture conducive to performance appraisal.