本文選題：Y農(nóng)商行　切入點(diǎn)：平衡計(jì)分卡　出處：《山東大學(xué)》2012年碩士論文

【摘要】：自從加入WTO后,我國(guó)銀行業(yè)發(fā)生了翻天覆地的變化。銀行業(yè)之間的競(jìng)爭(zhēng)日趨激烈。而銀行業(yè)的競(jìng)爭(zhēng)歸根到底是人才的競(jìng)爭(zhēng),人力資源管理的重要性日益凸現(xiàn)�？�(jī)效管理在人力資源管理中處于核心地位�？茖W(xué)的績(jī)效管理能夠完成組織的戰(zhàn)略愿景,有助于提高企業(yè)的經(jīng)營(yíng)效率和競(jìng)爭(zhēng)力。因而構(gòu)建科學(xué)的績(jī)效管理體系對(duì)企業(yè)的發(fā)展至關(guān)重要。 Y農(nóng)商行的宗旨是面向城鄉(xiāng),服務(wù)大眾。隨著農(nóng)村金融體制改革的不斷深入以及城鎮(zhèn)化進(jìn)程的加速,Y農(nóng)商行面臨著越來(lái)越激烈的競(jìng)爭(zhēng)。Y農(nóng)商行在農(nóng)村和郊區(qū)一枝獨(dú)大的局面被打破了,它面臨著前所未有的競(jìng)爭(zhēng)與挑戰(zhàn)。為了應(yīng)對(duì)這些競(jìng)爭(zhēng)與挑戰(zhàn),Y農(nóng)商行進(jìn)行了一系列的改革,這些改革使它初步成為一個(gè)具有現(xiàn)代企業(yè)性質(zhì)的股份制商業(yè)銀行。由于Y農(nóng)商行剛進(jìn)行改制,它在人力資源管理方面仍有不足。尤其是Y農(nóng)商行的績(jī)效管理仍延續(xù)著傳統(tǒng)的模式,這將會(huì)嚴(yán)重影響其發(fā)展。因此找出影響Y農(nóng)商行績(jī)效管理存在的問(wèn)題,為Y農(nóng)商行設(shè)計(jì)科學(xué)、合理的績(jī)效管理體系是本文的研究目的。 本文以績(jī)效和績(jī)效管理的相關(guān)理論為基礎(chǔ),結(jié)合商業(yè)銀行的行業(yè)特點(diǎn)和Y農(nóng)商行的實(shí)際情況,通過(guò)訪談法、問(wèn)卷調(diào)查法、數(shù)據(jù)分析法等得出Y農(nóng)商行的績(jī)效管理在績(jī)效管理滿意度、績(jī)效管理溝通反饋、績(jī)效考核結(jié)果應(yīng)用等方面存在的問(wèn)題。并針對(duì)這些問(wèn)題對(duì)Y農(nóng)商行績(jī)效管理體系進(jìn)行重新設(shè)計(jì),為Y農(nóng)商行設(shè)計(jì)了基于平衡計(jì)分卡的任務(wù)績(jī)效考核體系,還增加了周邊績(jī)效考核和管理績(jī)效考核,這樣就形成一個(gè)完整的績(jī)效管理體系。 本文的創(chuàng)新點(diǎn)有以下幾個(gè)。針對(duì)商業(yè)銀行績(jī)效管理的特殊性,提出將平衡計(jì)分卡的考核指標(biāo)分為基礎(chǔ)性指標(biāo)和發(fā)展性指標(biāo)的概念；提出了針對(duì)不同崗位設(shè)計(jì)指標(biāo)庫(kù)的方法,可以按崗位從指標(biāo)庫(kù)中提取指標(biāo)制定平衡計(jì)分卡,簡(jiǎn)化了平衡計(jì)分卡的設(shè)計(jì)程序；提出關(guān)聯(lián)績(jī)效指標(biāo)的概念,增加了周邊績(jī)效考核的應(yīng)用范圍。本文對(duì)Y農(nóng)商行以及其它的商業(yè)銀行都有很好的借鑒意義。
[Abstract]:Since China's entry into WTO, the banking industry of our country has undergone tremendous changes. The competition between the banks is becoming increasingly fierce, and the competition in the banking industry is, in the final analysis, the competition for talents. The importance of human resource management is becoming more and more obvious. Performance management is at the core of human resource management. Scientific performance management can fulfill the strategic vision of the organization. It is helpful to improve the efficiency and competitiveness of enterprises, so it is very important to set up a scientific performance management system for the development of enterprises. The purpose of Yagang is to face the urban and rural areas, Serving the masses. With the deepening of the reform of the rural financial system and the acceleration of the urbanization process, the agribusiness is facing more and more fierce competition. It is facing unprecedented competition and challenge. In order to meet these challenges and competition, it has carried out a series of reforms. These reforms have initially turned it into a joint-stock commercial bank with the nature of a modern enterprise. It still has some shortcomings in human resource management. Especially, the performance management of Y agribusiness still continues the traditional mode, which will seriously affect its development. Therefore, find out the problems that affect the performance management of Y agribusiness. The purpose of this paper is to design a scientific and reasonable performance management system for Y agribusiness. Based on the theory of performance and performance management, this paper combines the industry characteristics of commercial banks and the actual situation of Y agricultural firms, through interviews, questionnaire survey, The problems in performance management, such as satisfaction of performance management, communication and feedback of performance management, and application of performance appraisal results, are obtained by data analysis, and the performance management system of Yagang is redesigned in view of these problems. The task performance appraisal system based on balanced scorecard is designed for Y. agricultural and commercial bank, and the peripheral performance appraisal and management performance appraisal are added, thus forming a complete performance management system. Aiming at the particularity of performance management of commercial banks, this paper puts forward the concept of dividing the assessment index of balanced scorecard into basic index and developmental index, and puts forward the method of designing index database for different positions. We can draw up the balanced scorecard according to the position from the index database, simplify the design procedure of the balanced scorecard, put forward the concept of associated performance index, It increases the range of application of performance appraisal. This paper has a good reference significance for Yagang Commercial Bank and other commercial banks.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F832.3

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本文編號(hào)：1685034