Research On The Improvement Of LJ Bank Employee Performance Appraisal Scheme

In recent years,China’s financial system continues to deepen reform,coupled with the continuing impact of COVID-19,the domestic financial environment has become more and more complex and changeable,how to seek new breakthroughs in human resource management,improve the quality of internal management,has become a new idea for the development of many financial enterprises.Performance appraisal is an important means of human resource management and one of the important factors to reflect the market competitiveness of enterprises.At present,the domestic and foreign commercial bank competition is extremely intense,each big commercial Banks want to in the fierce market competition,will need to be on the basis of the dynamic changes of the market,continuously adjust and optimize the original performance evaluation scheme,in the daily operation and management of commercial bank employees,the plan of performance appraisal of rich incentive will stimulate the bank to the greatest degree of the potential of employees,Provide strong guarantee for commercial bank market competition.This paper holds the thought of combining theory and practice to carry on the research.Taking LJ Bank as an example,this paper analyzes and studies the optimization of the employee performance appraisal scheme.This paper is mainly divided into six parts.On the premise of discussing the background of the topic and the significance of the research,based on the relevant theories of bank performance appraisal,a questionnaire survey is conducted on the current situation of LJ Bank staff performance appraisal,and the data collected by the questionnaire survey are sorted out and analyzed.Through investigation,it is found that there are many problems in LJ Bank staff’s performance appraisal scheme,including unreasonable performance appraisal index design,excessively long performance appraisal cycle,formalization of performance appraisal and lack of application of performance appraisal results.These problems are caused by unclear purpose of performance appraisal,low management level of non-financial indicators,poor level of performance appraisal managers and insufficient understanding of performance appraisal by management.In view of the above causes,it is necessary to optimize the existing performance appraisal scheme for EMPLOYEES of LJ Bank.According to the principle of performance appraisal and purpose,combined with the balanced scorecard,from financial,customer,internal processes,and four development Angle performance appraisal optimization scheme is put forward,and finally summed up the LJ bank employee performance appraisal scheme safeguards,the main organization security,personnel security,system security,financial security and information security in five aspects.In this way,the enthusiasm and innovation of LJ Bank staff can be improved,the efficiency of THE development of LJ Bank can be improved,and the efficiency of LJ Bank can be further enhanced.