Research On Optimizing The Performance Appraisal System For Employees In The Business Department Of H Securities Company

Finance is an important core competitiveness of the country,and the financial industry is an important way to meet the needs of economic and social development and the people.The securities industry is also an important channel for people to invest.With the continuous reduction of the profit share of traditional brokerage business,the performance evaluation system based on traditional channel business can no longer meet the current needs of business department development,As a result,the performance appraisal system in the securities industry lags far behind the overall performance appraisal effect in the financial industry.Only using performance appraisal cannot fully reflect the actual work of employees in the securities company’s business department.If the original performance appraisal system is still used,it may not be conducive to the development of employees’ future career,making it difficult for new employees to exert their work enthusiasm and leading to talent loss,It may even directly cause customer churn,so securities companies and their business departments need to optimize and improve the performance appraisal system based on the existing performance appraisal situation and its actual development situation.This paper takes all employees in the business department of H Securities Company as the research object,takes the two factor theory and Maslow’s hierarchy of needs theory as the theoretical basis,uses the key performance indicator method,objectives and key achievements,360 assessment method and other performance assessment methods,and uses the field research method,literature review method,questionnaire survey method,case analysis method and other research methods to conduct the writing research of this paper.This article divides the employees of H Securities Company’s business department into front desk personnel and middle and back office personnel for discussion.A representative business department of H Securities Company was selected and a questionnaire survey was conducted on all its employees.Based on the results of the questionnaire survey and the current situation of H Securities Company’s business department performance evaluation,the problems in the employee performance evaluation system were analyzed.Combining the objective reality and existing theoretical basis of the business department,the reasons for the problems were analyzed,And the existing performance evaluation system has been optimized and improved,and different performance evaluation optimization strategies have been proposed based on optimization objectives,principles,and ideas.At the same time,in order to promote the new performance evaluation system,this article proposes a series of guarantee measures for its smooth operation and continuously improves the performance evaluation indicators.The business department of H Securities Company,as a typical traditional business department undergoing gradual transformation,has many common problems with other business departments and some brokerage business departments in the securities market.By analyzing the performance evaluation system of employees in H Securities Company’s business department,reference can be provided for the design of performance evaluation systems in other securities business departments,which helps to enhance employees’ sense of belonging,reduce personnel turnover,and enhance the core competitiveness of securities companies.