本文選題：SC省農(nóng)村信用社　切入點：績效管理　出處：《電子科技大學》2012年碩士論文

【摘要】：人力資源管理在企業(yè)中發(fā)揮著重要作用。人力資源是企業(yè)取得競爭優(yōu)勢的工具，是幫助企業(yè)獲取其在成本、產(chǎn)品、服務等方面優(yōu)勢的手段，是現(xiàn)代管理的核心。而績效管理又是人力資源管理的核心。在我國企業(yè)中，尤其是計劃經(jīng)濟時代的國有企業(yè)，進行全面績效管理的幾乎沒有，很多員工不清楚績效的內(nèi)涵到底是什么，企業(yè)多數(shù)只是進行簡單的年終考核，，將績效考核當作績效管理，或者過分強調(diào)考核的作用和考核處罰，將考核當“大棒”，這給員工造成了很大的心理壓力，或者將單位的績效考核制度流于形式，管理層和員工均不重視，反將績效考核作為一種工作負擔，或者是部門績效與公司整體戰(zhàn)略相脫節(jié)。對于國內(nèi)的商業(yè)銀行來說，績效管理的現(xiàn)狀也是如此。 SC省農(nóng)村信用社在績效管理方面同樣存在的一些誤區(qū)，尚沒有建立起有效的績效管理體系，仍主要依靠傳統(tǒng)的績效考核來對各聯(lián)社的工作進行管理。本文通過對SC省農(nóng)村信用社下屬的三家具有代表性的縣聯(lián)社進行調(diào)研，發(fā)現(xiàn)從總體上來看，SC省農(nóng)村信用社的績效管理還只是停留在起步階段，對現(xiàn)代先進的績效評估方法和工具理解不全面，運用和掌握的不夠深入，尚沒能實現(xiàn)平衡計分卡、關(guān)鍵績效指標、360度績效考核及目標管理法等績效管理方法的綜合運用，績效的考核依然處于以利潤最大化為核心的盈利能力考核階段。針對其績效管理存在的問題文章提出了對SC省農(nóng)村信用社績效管理方案的研究與設計。該方案的設計包括三個方面的研究和優(yōu)化，即基于組織戰(zhàn)略的績效管理總體框架設計、績效考核體系優(yōu)化設計、全方位全過程的績效管理流程設計，并且提出了績效考核指標的KPI分解方法。但在推行新的績效管理方案時必然存在著新制度與企業(yè)固有的文化、原有的制度體系、組織內(nèi)部各集團利益等不相融合的狀況。所以文章在最后從認識、組織、目標、溝通、技術(shù)等層面提出了保障措施，以期能為SC省農(nóng)村信用社績效管理體系的構(gòu)建提供合理化建議，并希望能夠為國內(nèi)在績效管理方面存在同樣問題的企業(yè)尤其是商業(yè)銀行等提供借鑒。
[Abstract]:Human resource management plays an important role in enterprises.Human resource is a tool for enterprises to gain competitive advantage, is a means to help enterprises gain advantages in cost, products, services and so on, and is the core of modern management.Performance management is the core of human resource management.In our country's enterprises, especially the state-owned enterprises in the planned economy era, there is almost no comprehensive performance management. Many employees do not know exactly what the connotation of performance is. Most of the enterprises only carry out simple year-end appraisal.Regarding performance appraisal as performance management, or placing too much emphasis on the role and punishment of appraisal and taking assessment as a "big stick" has caused great psychological pressure on employees, or the performance appraisal system of the unit has become a mere formality.Management and staff do not pay attention to the performance appraisal as a burden of work or department performance and the overall strategy of the company is out of touch.For domestic commercial banks, the status quo of performance management is the same.There are some misunderstandings in the performance management of SC Rural Credit Cooperatives, which have not established an effective performance management system, and still mainly rely on the traditional performance appraisal to manage the work of the United Nations.Based on the investigation of the three representative county cooperatives of SC Rural Credit Cooperatives, it is found that the performance management of SC Rural Credit Cooperatives is still in its infancy.The comprehensive application of performance management methods, such as balanced scorecard, key performance index, 360 degree performance appraisal and objective management, has not been realized because of the incomplete understanding of modern advanced performance evaluation methods and tools, the application and mastery of them are not deep enough.The performance appraisal is still in the profit maximization as the core profit ability appraisal stage.Aiming at the problems existing in the performance management, this paper puts forward the research and design of the performance management scheme of SC Rural Credit Cooperatives.The design of the scheme includes three aspects of research and optimization, namely, the overall framework design of performance management based on organizational strategy, the optimization design of performance appraisal system, and the overall process design of performance management.And put forward the KPI decomposition method of performance appraisal index.However, in the implementation of the new performance management scheme, there must be a situation in which the new system does not merge with the inherent culture of the enterprise, the original system system, and the interests of the various groups within the organization.So the article puts forward the safeguard measures from the aspects of cognition, organization, goal, communication, technology and so on, in order to provide reasonable suggestions for the construction of the performance management system of SC province rural credit cooperatives.And hope to provide reference for domestic enterprises, especially commercial banks, which have the same problems in performance management.
【學位授予單位】：電子科技大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F832.35;F272.92

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