关键词: 绩效考核, 青年员工, 目标与关键成果法（OKR）, 积分制管理

Abstract: Performance assessment of employees in public sectors has always been a difficult and hot topic in human resource management. For the vast majority of public sectors, further research is needed on how to improve the scientificity of assessment indicators and meet the personalized development of employees. This paper analyzes the current situation and existing problems of assessment and incentive for young employees of grassroots central banks, and designs a set of assessment and incentive mechanisms based on the characteristics of young employees using human resource and performance assessment management methods such as Objective and Key Results (OKR) and point-based management. In response to the lack of differentiation in the current assessment model, drawing on the OKR work method, the development objectives of units and departments are decomposed into individual work objectives of employees, and the completion of individual objectives of employees is managed through a point system. The assessment level is determined based on the ranking of young employees in the entire bank, and the employee assessment results are used as important references for performance-based salary distribution, award recommendation and promotion. By utilizing this assessment and incentive mechanism, it will effectively enhance the enthusiasm of young employees and create a good atmosphere for entrepreneurship, where they can compete with others and strive to be the first.

Key words: Performance assessment, Young employees, Objectives and Key Results (OKR), Point-based management