西安理工大学工商管理硕士专业学位论文 Bank L Branch. Firstly, the lack of decomposition of the strategic objectives of the bank and the ambiguity of the performance appraisal objectives, the subjectivity of the value assignment method and the irrationality of the indicators of the index; firstly, the neglect of the importance of the results of the performance appraisal and the lack of the results of the performance assessment is weak. Finally, to solve the problems of the study, the performance appraisal system of the employees, in the basic principles of fairness and openness, strategic orientation, the combination of reward andpunishment and the science and rationality.First, set up reasonableperformance appraisalobjectives;second,establisha scientificperformance appraisal index system; third, expand the performance appraisal subject; fourth, improve the communication and feedback of performance appraisal; and fifth, expand the application of performance appraisal results. At the same time, in order to ensure the effective implementation of the new employee performance appraisal system, also suggested the bank management attention, improve performance reward for timeliness, attach importance to the communication feedback and propaganda, strengthen the construction of enterprise culture, and improve the performance appraisalsystem ofsupporting managementsystem, includingperformance appraisal data file system, performance appraisal responsibility system, etc. 【Key words】 Grassroots staff; performance appraisal; key performance index method; 360 degree assessment method; balanced scorecard III 目录 1 绪论 ......................................................................................................... 1 1.1 研究背景 ........................................................................................... 1 1.2 研究意义 .............