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As one of the important financial institutions in our country, rural credit cooperativesin our country economic development plays an irreplaceable role, especially thedevelopment of the "three rural". For the special historical development process of therural credit cooperatives and its role in China’s rural, its human resources managementstarted late, and develop slowly. So China’s rural credit cooperatives in the employeeperformance evaluation has some deficiencies and defects, such as the unreasonableevaluation system, evaluation method is not scientific, a lack of continuity in employeeperformance evaluation system, ignore the evaluation results, and the lack of the necessarytraining, etc., these restrict the further development of the employee performanceevaluation system in our country.In this paper, the theory and practice about employee performance evaluation at homeand abroad as the research basis, through a combination of a rural credit cooperatives ofshandong province as the basis of the performance evaluation now, using literature method,the model analysis, empirical analysis and questionnaire method, the current situation ofemployee performance evaluation system of the rural credit cooperatives in shandongprovince carries on the analysis and research, and discovered the problems and theinsufficiency, then targeted set out on the credit manager, credit sale member and creditexaminers performance evaluation scheme. It mainly includs the use of AnalyticHierarchy Process (AHP) analysis of two levels of hierarchy evaluation index, and theirrespective weight were determined. In order to verify the implementation of the newemployee performance evaluation methods, we use the method of questionnaire andanalyze the effect of study. The performance evaluation of the new scheme suggestes thatit is great significance for all workers and the development of rural credit cooperatives.inShandong province.
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