Diagnosis And Optimization Of Employee Performance Appraisal Of M Branch Of Bank C

In recent years,with the impact of the new crown epidemic and international geopolitics,the world economy has slowed down its rapid development and is facing huge downward pressure on the whole.Since the reform and opening up,the domestic social economy has undergone great changes,and there are still many uncertainties in the future economic development.The financial industry has also suffered certain impacts,and the banking industry is facing great threats and challenges.In such an environment,how can commercial banks achieve the strategic purpose of serving the real economy,deepening reform and transformation,accelerating high-quality development,and occupying a place in the increasingly fierce market competition is an important challenge for all banking financial institutions to consider.In accomplishing their own development goals,commercial banks do a good job of improving and perfecting their staff performance appraisal mechanism,which becomes the key to help them get out of the development dilemma.Taking M branch of C bank as the research object,this paper uses literature research method to review the knowledge points related to this paper,introduces the literature and information on performance,performance management and performance appraisal,and summarizes and analyzes them;secondly,it investigates and analyzes the development status of M branch from the aspects of basic situation,personnel composition and current situation of performance appraisal.And with the help of questionnaire survey method,some problems and challenges faced by M branch in performance appraisal were clarified and summarized as three types of problems:unscientific design of performance appraisal index,formalized performance appraisal process,and inconspicuous appraisal incentive effect.Then,the interview method is used to select the employees of M branch for communication to discuss the reasons for the problems of performance appraisal,and they are summarized as three reasons for the backwardness of performance appraisal concept,the lack of perfect performance appraisal system,and the lack of feedback and guidance for appraisal implementation.Finally,in response to the causes of the problems in performance appraisal in M branch,a set of effective optimization programs are proposed,such as setting appraisal indexes based on the purpose of performance appraisal,improving the management level of performance appraisal process,and strengthening the application of performance appraisal results,etc.The three aspects of organization,system,and corporate culture are also used to put forward guarantee measures for the performance appraisal optimization program to ensure the smooth implementation of the optimization program.The ultimate goal of this paper is to establish a perfect and reasonable performance appraisal program for the employees of Bank C,Branch M,so as to lay the foundation for the long-term development of the branch and the personal development of the employees.At the same time,the performance appraisal method proposed in this paper will be extended to other state-owned commercial banks,especially the grassroots branches of large state-owned commercial banks,to help the banks effectively stimulate the work enthusiasm of employees and promote the sustainable development of commercial banks in China.