【摘要】：伴隨著經(jīng)濟(jì)全球化和金融革新的不斷發(fā)展，尤其是金融危機(jī)以來(lái)，商業(yè)銀行所面臨的經(jīng)營(yíng)環(huán)境、經(jīng)營(yíng)模式以及外部競(jìng)爭(zhēng)等日趨激烈的壓力，只有更加注重內(nèi)部管理，形成更加強(qiáng)大的核心競(jìng)爭(zhēng)力，才能更好的適應(yīng)復(fù)雜多變的外部環(huán)境，而做好人力資源管理則是內(nèi)部管理的一個(gè)重要環(huán)節(jié)，作為確保人力資源管理的作用得到充分發(fā)揮的重要保障，員工績(jī)效考核發(fā)揮了至關(guān)重要的作用，是商業(yè)銀行人力資源管理體系的核心內(nèi)容。作為已經(jīng)實(shí)現(xiàn)股權(quán)改革并成功上市的中國(guó)農(nóng)業(yè)銀行，如何在地市級(jí)分行層面建立一套適應(yīng)發(fā)展需求的員工績(jī)效考核體系，并通過(guò)合理的績(jī)效考核，正確體現(xiàn)員工價(jià)值，促進(jìn)業(yè)務(wù)增長(zhǎng)，提升和鞏固市場(chǎng)占有率，充分發(fā)揮財(cái)務(wù)資源的良好促進(jìn)作用，使廣大員工的工作積極性得到充分發(fā)揮，促進(jìn)分行各項(xiàng)業(yè)務(wù)的全面發(fā)展，為分行和員工創(chuàng)造最大的效益，仍是一個(gè)領(lǐng)導(dǎo)崗位面臨的難題。 本文從分析中國(guó)農(nóng)業(yè)銀行邢臺(tái)分行當(dāng)前的員工績(jī)效考核方式出發(fā)，通過(guò)資料搜集、訪談?wù){(diào)查、績(jī)效分析等方法，剖析該行績(jī)效考核工作現(xiàn)狀，深入分析該行員工績(jī)效考核表象及產(chǎn)生問(wèn)題的深層次原因，并以此為基礎(chǔ)，結(jié)合關(guān)鍵績(jī)效指標(biāo)（KPI）、平衡計(jì)分卡（BSC）、目標(biāo)管理法（MBO）以及360度考核法等考核方法與工具的思想理念，在完善現(xiàn)有考核方式、考核原則、思路、架構(gòu)及流程的基礎(chǔ)上，進(jìn)一步完善員工績(jī)效考核方案，改進(jìn)后的方案具有更加明確的職責(zé)劃分及考核標(biāo)準(zhǔn)，能夠更大限度的激勵(lì)員工的工作熱情、提高工作積極性。為保障方案的順利實(shí)施，從考核工作組織、實(shí)施、保障等方面提出了具體的要求，并貫穿于考核工作前、中、后各個(gè)環(huán)節(jié)，本方案的運(yùn)用將有助于更加合理的把員工績(jī)效考核結(jié)果應(yīng)用于銀行的日常管理，激勵(lì)員工不斷改進(jìn)和提高自身業(yè)績(jī)，，從而提高銀行分支機(jī)構(gòu)內(nèi)部管理工作的有效性，為中國(guó)農(nóng)業(yè)銀行邢臺(tái)1分行各項(xiàng)業(yè)務(wù)平穩(wěn)快速發(fā)展保駕護(hù)航。 希望本文的研究?jī)?nèi)容和方法對(duì)國(guó)有大型商業(yè)銀行分支機(jī)構(gòu)以及其它銀行業(yè)機(jī)構(gòu)員工績(jī)效考核系統(tǒng)的建設(shè)和完善提供參考，并對(duì)提高和改進(jìn)國(guó)內(nèi)商業(yè)銀行內(nèi)部經(jīng)營(yíng)管理水平提供借鑒。
[Abstract]:With the continuous development of economic globalization and financial innovation, especially since the financial crisis, commercial banks are facing increasingly fierce pressures such as operating environment, business model and external competition, so they can only pay more attention to internal management. Only by forming a more powerful core competitiveness can we better adapt to the complex and changeable external environment, and doing a good job in human resources management is an important part of internal management. As an important guarantee to ensure the function of human resource management, employee performance appraisal plays a crucial role, and is the core content of human resource management system of commercial banks. As the Agricultural Bank of China, which has realized the equity reform and been listed successfully, how to set up a set of employee performance appraisal system to meet the needs of development at the level of prefectural branch, and how to correctly reflect the employee value through reasonable performance appraisal. To promote business growth, enhance and consolidate market share, give full play to the good promoting role of financial resources, give full play to the work enthusiasm of the vast number of employees, and promote the overall development of all kinds of business in the branch, Creating maximum benefits for branches and employees remains a challenge for leadership positions. Based on the analysis of the current performance appraisal methods of Xingtai Branch of Agricultural Bank of China, this paper analyzes the current situation of the performance appraisal of Xingtai Branch of Agricultural Bank of China through the methods of data collection, interview investigation, performance analysis and so on. This paper deeply analyzes the performance appraisal appearance of the bank's staff and the causes of the problems, and on this basis, combines with the key performance index (KPI), balanced Scorecard (BSC),. Objective management method (MBO) and 360-degree assessment method and other assessment methods and tools, on the basis of improving the existing assessment methods, assessment principles, ideas, structure and process, further improve employee performance appraisal scheme, The improved scheme has more clear responsibility division and assessment standard, which can encourage the work enthusiasm of the staff to a greater extent and improve the work enthusiasm. In order to ensure the smooth implementation of the scheme, specific requirements are put forward from the aspects of organization, implementation, and security of the assessment work, and run through every link before, during and after the examination work. The application of this scheme will help to apply the results of employee performance appraisal more reasonably to the daily management of the bank, and encourage the staff to improve and improve their own performance, thus improving the effectiveness of the internal management of the bank branch. For the Agricultural Bank of China Xingtai 1 branch business smooth and rapid development escort. It is hoped that the research contents and methods of this paper will provide a reference for the construction and improvement of employee performance appraisal system in branches of large state-owned commercial banks and other banking institutions. And to improve and improve the internal management of domestic commercial banks to provide reference.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F832.33

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本文編號(hào)：2416105