Research On The Optimization Of Performance Appraisal Scheme For Frontline Staff Of Bank Of China Pingliang Branch

As chinese economy enters a new era,the integration of finance and technology is developing rapidly,and the competition between the banking industry is becoming more and more fierce,and it has become more difficult for commercial banks to continue to make profits.Especially after the impact of the new crown pneumonia epidemic,the traditional banking business model has been unable to meet the daily financial needs and business development needs of customers.Therefore,in the face of such pressure,state-owned commercial banks have to carry out transformation and upgrading,and change their marketing models.In order to improve the overall quality of frontline staff to adapt to the new marketing model,Pingliang Branch from Bank of China formulated a performance appraisal plan after the transformation and upgrading of the branch.However,since the implementation of the appraisal plan,the expected effect of the branch has not been achieved,and there are many problems.Therefore,how to optimize the current assessment plan,maximize the effectiveness of staff through a more scientific and reasonable assessment plan,and create a talent team with strong ability,good service and high efficiency,so as to improve the economic benefits of Pingliang Branch,which has become an urgent problem for the branch to solve.This research takes the frontline staff of Pingliang Branch from Bank of China as the research object,combined with the theoretical knowledge of performance appraisal,through the questionnaire survey method and in-depth interview method,and analyzes the current performance appraisal plan of Pingliang Branch.It is found that there are problems such as single assessment method,incomplete indicator setting,lack of relevant performance coaching,unreasonable assessment cycle,lack of communication between management and frontline employees,and incomplete application of assessment results.The main reasons for the above problems are that the concept of performance appraisal is lagging behind,the concept of employees has not changed,the awareness of performance management is insufficient,the emphasis on appraisal is less than incentive,and the lack of security mechanism.Moreover,based on the relevant theories of performance appraisal and the current operation situation of Pingliang Branch,the performance appraisal scheme was optimized from the aspects of appraisal index setting,performance coaching,appraisal cycle,appraisal subject,and application of appraisal results,and a more applicable performance appraisal scheme for frontline employees of Pingliang Branch was developed.Finally,from the five aspects of system,organization,training,information technology and supervision mechanism,this paper puts forward safeguard measures to ensure the smooth implementation of the plan.The optimized performance appraisal plan for frontline staff has played a guiding role in stimulating staff’ motivation,strengthening the talent development of Pingliang Branch,and improving the performance appraisal management level of Pingliang Branch.It can improve the competitiveness of Pingliang branch in the local banking industry,lay a solid foundation for the long-term development of the branch,and also provide reference and reference for the research on performance appraisal plans of brother banks and other peers.