Research On The Optimization Of Performance Management Of D County Rural Credit Cooperative Employees

With the continuous development of economy and finance,the competition among enterprises is becoming more and more fierce.As a unique and unimportable employee,it is one of the core competitiveness of the company,which is directly related to the long-term development of the company.The role of rural financial markets in promoting the overall economy and finance is increasing day by day.The Central Document No.1 each year shows the importance attached to rural areas,farmers,and agriculture.The rural credit cooperative is also necessary to have employees with competitive advantages.How to improve the efficiency of employees for the rural credit cooperative involves the performance management of employees.The performance management of the employees of the rural credit cooperative is to break down the strategic goals of the rural credit cooperative into each level,each department and each job,and finally implement it to each employee.The personal goals of the employees are consistent with the overall goals of the rural credit cooperative.Give employees the motivation to work for the rural credit cooperative.Therefore,to improve the performance management of employees,the overall performance of the entire department and the entire rural credit cooperative can be improved simultaneously.The overall performance improvement of the rural credit cooperative can create greater value,and thus bring more opportunities for employees to achieve self-worth.This article selects D County Rural Credit Cooperative Co.,Ltd.(“D County Rural Credit Cooperative”),which is currently in the stage of reforming rural commercial banks.Based on the actual situation of D County Rural Credit Cooperative,this paper analyzes the current situation of the performance management of employees of D County Rural Credit Cooperative.Look for the problems in the performance management of the employees of the rural credit cooperative,analyze the problems existing in D County Rural Credit Cooperative in the formulation of employee performance management plans,coaching and communication,assessment and evaluation,and application of assessment results.It is found that D County Rural Credit Cooperative has problems such as lack of clear positioningof employee performance management,less communication with employee performance,inadequate employee performance management methods,and single incentives for performance assessment.And analyze the reasons.According to the actual situation of D County Rural Credit Cooperative,Use the financial score,customer level,internal process level,and learning and development level of the balanced scorecard to establish key performance assessment indicators at the company,department,and post levels of D County Rural Credit Cooperative,and propose optimization improve the performance management methods of employees in D County Rural Credit Cooperative.At the same time,from the system,organization,talent,culture,and information technology safeguard measures,to improve the performance management of D County Rural Credit Cooperative employees and improve the performance management level of D County Rural Credit Cooperative employees.In turn,the comprehensive competitiveness of D County Rural Credit Cooperative will be enhanced,which will be beneficial to the steady development of the agricultural commercial bank.Hope that through research and optimization of the performance management of employees in D County Rural Credit Cooperative,we can provide optimized ideas for employee performance management for the restructured rural commercial banks,and at the same time provide some inspiration and reference for the performance management of other rural credit cooperative.The realization of the combination of theory and practice also provides a certain practical guidance significance for the managers of the rural credit cooperative.