Optimization Design Of Performance Management System For Bank-to-business Employees Of Jining Branch Of Z Bank

At present,accompanied by the market reforming of China’s financial industry continues to deepen,the competition among commercial banks has become more and more fierce.Bank-to-business employees,as the main channel for commercial banks to create income and profit,can be regarded as the top priority of banking business,and the bank-to-business employees,as the marketing pioneers in the fierce market competition,can be regarded as important contributors to bank profit.In this background,the performance management of bank-to-business employees is particularly important.It is very important to optimize the performance management system to stimulate the vitality of the line staff,improve the performance and motivation of the staff,and make the staff of each position work together to promote the company’s business development.The research object of this thesis is to study all the bank-to-business employees in each position of Z Bank Jining Branch.Firstly,the research results of performance management at home and abroad are concluded and summarized,and the mainstream methods and tools of performance management are introduced and organized.Secondly,through questionnaires and interviews with bank-to-business employees of each position,we understood the current performance management situation and found that there were problems such as insufficient and perfect performance appraisal system,unreasonable design of performance appraisal indexes,lack of communication and counseling in the process of performance management,insufficient application of appraisal results,and poor feedback of appraisal results,and analyzed the causes of the problems.Again,the optimization plan of performance management is proposed,and the optimization of performance management system is comprehensively carried out from the appraisal index system,process system and institutional system.In terms of appraisal indexes,the optimal design of the appraisal system was carried out job by job using tools such as the key performance indicator method and the balanced scorecard method;in terms of the process system,four steps were optimized in terms of plan formulation,appraisal implementation,feedback communication and result application;in terms of the system system,four aspects were optimized in terms of subject setting,cycle setting,feedback system and result publicizing system.Finally,from the four perspectives of people,culture,organization and finance,corresponding safeguards are proposed to ensure the smooth implementation of the optimized design of the performance management system and to give full play to the role of the "baton" to ensure the effective promotion of strategic goals.This study will make up for the shortcomings in the performance management of Z Bank’s bank-to-business employees at the present stage,fully motivate the staff in each position,efficiently achieve performance goals,and promote the brand upgrade and strategic transformation of corporate finance through the improvement of the management capacity of Jining Branch to achieve the high-quality sustainable development of Z Bank.