本文選題：商業(yè)銀行 + 績效��； 參考：《云南師范大學(xué)》2013年碩士論文

【摘要】：在商業(yè)銀行競爭白熱化的今天，產(chǎn)品、技術(shù)、資本規(guī)模等競爭優(yōu)勢越來越容易被競爭對手所模仿，而人力資源作為企業(yè)競爭優(yōu)勢中難以模仿的一種特定資源，是企業(yè)保持核心競爭力，決定競爭成敗的關(guān)鍵因素。績效管理作為人力資源管理的核心問題，與人力資源的任何一個環(huán)節(jié)都有著千絲萬縷的聯(lián)系。當(dāng)今人力資源管理領(lǐng)域的重要課題就是真正構(gòu)建有效提高員工績效水平、有力推動企業(yè)整體業(yè)績提升的綜合體系。因此，越來越多的管理者意識到，績效管理對企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)具有重要意義。 隨著國家西部大開發(fā)戰(zhàn)略和云南省建設(shè)綠色經(jīng)濟(jì)強(qiáng)省、民族文化強(qiáng)省和中國面向西南開放的“橋頭堡”的“兩強(qiáng)一堡”戰(zhàn)略的實(shí)施，云南省迎來了新一輪加快發(fā)展的重要戰(zhàn)略機(jī)遇期，這也為工商銀行云南省分行營業(yè)部加快發(fā)展速度提供了良好機(jī)遇。同其他商業(yè)銀行相比，工商銀行云南省分行營業(yè)部總體規(guī)模大，資產(chǎn)質(zhì)量較好，但由于規(guī)模龐大，，員工素質(zhì)參差不齊，管理機(jī)制的靈活性有待進(jìn)一步增強(qiáng)，競爭力亟待提高。同時，人才流動頻率上升、人才流失的加大也是工商銀行面臨的一個嚴(yán)峻的問題。怎樣正確評價員工的工作業(yè)績、怎樣更好的激勵和促進(jìn)員工工作、怎樣使員工的工作目標(biāo)與銀行的戰(zhàn)略目標(biāo)一致成為銀行管理者必須重視和解決的重要問題。 本文首先對績效管理的基本概念、內(nèi)容、體系及常用的績效評估方法做了闡述，并分析了工商銀行云南省分行營業(yè)部現(xiàn)有的績效管理體系。隨后，論文作者向工商銀行云南省分行營業(yè)部200名不同職位、不同年齡、不同崗位的員工發(fā)放了針對本行績效管理問題的調(diào)查問卷，并對回收的196分有效問卷進(jìn)行主題分析。通過問卷調(diào)查、理論分析以及作者日常工作中所了解的情況，總結(jié)出了現(xiàn)有績效管理體系存在的一系列問題，并針對這些問題，提出了相應(yīng)解決方法以完善工商銀行云南省分行營業(yè)部績效管理體系，為工商銀行云南省分行營業(yè)部績效管理工作的開展提供了一定的參考和借鑒。
[Abstract]:In the fierce competition of commercial banks, the competitive advantages such as product, technology, capital scale and so on are more and more easily imitated by competitors, and human resources as a specific resource which is difficult to imitate in the competitive advantage of enterprises. It is the key factor to maintain the core competence and decide the success or failure of the competition. As the core of human resource management, performance management is closely related to any link of human resources. Nowadays, the important task in the field of human resource management is to build a comprehensive system that can effectively improve the performance of employees and promote the overall performance of enterprises. Therefore, more and more managers realize that performance management plays an important role in the realization of strategic objectives. With the implementation of the national strategy of developing the western region and the construction of a strong green economy province in Yunnan Province, a strong province of ethnic culture and a "bridgehead castle" of China, which is open to the southwest, the strategy of "two strong and one fortress" has been implemented. Yunnan Province ushered in a new round of important strategic opportunities to speed up development, which also provided a good opportunity for the business department of the Industrial and Commercial Bank of Yunnan Province to speed up the development. Compared with other commercial banks, the business department of Industrial and Commercial Bank of Yunnan Province has a large scale and good asset quality. However, due to its large scale and uneven quality, the flexibility of management mechanism needs to be further enhanced, and its competitiveness needs to be improved. At the same time, the frequency of talent flow and the increase of brain drain are also a severe problem faced by ICBC. How to correctly evaluate the performance of employees, how to better motivate and promote the work of employees, how to make the employees' work goals consistent with the strategic objectives of the bank has become an important issue that bank managers must pay attention to and solve. In this paper, the basic concept, content, system and common performance evaluation methods of performance management are described, and the existing performance management system of the business department of Yunnan Branch of ICBC is analyzed. Subsequently, the author sent a questionnaire to 200 employees of different positions, different ages and different positions in the sales department of Yunnan Branch of Industrial and Commercial Bank of China, and carried out a thematic analysis of the 196 valid questionnaires. Through the questionnaire survey, theoretical analysis and the author's daily work, the author summarizes a series of problems existing in the existing performance management system, and aims at these problems. The corresponding solutions are put forward to perfect the performance management system of the business department of the Industrial and Commercial Bank of Yunnan Province, which provides a certain reference and reference for the development of the performance management of the business department of the Yunnan Branch of the Industrial and Commercial Bank of China.
【學(xué)位授予單位】：云南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F832.33

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