Research On The Improvement Of Performance Appraisal Of Grassroots Employees Of YL Branch Of NY Bank

Currently,domestic commercial banks generally evaluate the performance of their staff based on their completion of relevant business within the corresponding period.However,in the evaluation process,attention is usually not paid to the differences between the core businesses of various positions,which leads to some employees who work very hard and fulfill their work tasks diligently.Only after the assessment is completed,do they realize that their evaluation results are unsatisfactory.This seriously suppresses employees’ work enthusiasm and can easily lead to negative emotions.On this basis,this article takes NY Bank as an example and analyzes the performance evaluation of grassroots employees as the starting point for exploring the topic.In this study,the YL branch of NY Bank was mainly used as a sample to comprehensively analyze the performance evaluation status of frontline employees in the branch using questionnaire survey method,in order to clarify the actual situation of frontline employee performance evaluation in the bank.And organically integrate the statistical results of the questionnaire with the relevant theories of performance evaluation,conduct in-depth research,and the results show that the branch has phenomena such as incomplete evaluation mechanism,non compliant design of evaluation indicators,incomplete use of evaluation results,insufficient objective evaluation system,and unscientific evaluation feedback mechanism at the performance evaluation level;Combining the current situation of the branch with the opinions of its frontline employees on the current assessment work,the root causes of the above-mentioned problems were summarized,mainly involving: the bank’s management ignored the performance assessment work of frontline employees,the development of assessment indicators did not match the work of frontline employees,the bank lacked transparency in employee salaries,and did not fully and reasonably use performance assessment results.In order to significantly stimulate the work enthusiasm and initiative of frontline employees of the bank,effective measures have been formulated based on the development of evaluation indicators,performance evaluation methods,feedback from employees on evaluation results,and evaluation cycles for a series of problems and causes in the evaluation plan of frontline employees of the bank.At the same time,it has been organically integrated with methods such as the Balanced Scorecard(BSC)and the 360 degree performance evaluation method,and the evaluation indicators have been reasonably set.In addition,in order to ensure that this measure can be fully implemented among grassroots employees,favorable measures have been formulated from the perspectives of institutional guarantees,organizational management,etc.