本文選題：湖南農(nóng)發(fā)行 + 高管人員��； 參考：《湖南大學》2015年碩士論文

【摘要】：在企業(yè)管理中,如何充分調(diào)動管理人員的工作積極性是所有企業(yè)面臨的一個難題。面對這個難題,不同的企業(yè)雖然有不同的情況,影響企業(yè)的程度也不相同,但都值得每個企業(yè)去認真研究和對待。農(nóng)業(yè)發(fā)展銀行作為金融企業(yè),這個問題尤其突出。農(nóng)業(yè)發(fā)展銀行正處在改革改制的關(guān)鍵時期,原有的考核模式已經(jīng)不適用,暴露出了很多問題。為實現(xiàn)農(nóng)發(fā)行的有效發(fā)展,必須對基層機構(gòu)高管人員構(gòu)建新的績效考核機制。本文主要對湖南農(nóng)發(fā)行縣級機構(gòu)高管人員的績效考核方案進行研究,首先在對企業(yè)績效管理相關(guān)理論以及最近研究動態(tài)綜述的基礎(chǔ)上,提出了本文的研究思路和方法。其次為湖南農(nóng)發(fā)行縣級機構(gòu)高管人員的績效考核的現(xiàn)狀分析。通過對目前存在的問題進行認識,并深入剖析這些問題產(chǎn)生的可能原因,認為湖南農(nóng)發(fā)行縣級機構(gòu)高管人員的績效考核需要進行相應的改進以更好地服務(wù)于公司發(fā)展的需要。然后是湖南農(nóng)發(fā)行縣級機構(gòu)高管人員的績效考核方案的改進設(shè)計,其中包括績效考評指標的設(shè)計和基層行高管人員績效管理制度的設(shè)計。同時對改進后的基層行高管人員績效管理方案實施所存在的障礙和組織保障、制度保障、文化保障、領(lǐng)導保障進行必要的說明。最后我們給出相應的研究結(jié)論,對本文的研究進行了總結(jié)。本文著重運用績效評價理論去分析和探討農(nóng)發(fā)行基層行高管人員的績效考核方案和指標的建立問題,注重理論聯(lián)系實踐,加深對績效考核理論的認識,并提出解決實際問題的方法,對農(nóng)發(fā)行基層行高管人員的績效考核的改進提供了一定的參考和借鑒的價值。
[Abstract]:In enterprise management, how to fully mobilize the enthusiasm of managers is a difficult problem faced by all enterprises. Faced with this problem, although different enterprises have different situations and different degrees of influence on enterprises, it is worth each enterprise to seriously study and treat. Agricultural Development Bank as a financial enterprise, this problem is particularly prominent. The Agricultural Development Bank is in the key period of reform and restructuring, the original assessment model is no longer applicable, exposed a lot of problems. In order to realize the effective development of Agricultural Development Bank, it is necessary to construct a new performance appraisal mechanism for senior executives of grass-roots organizations. This paper mainly studies the performance appraisal scheme of senior managers of Hunan Agricultural Development Bank at county level. Firstly, on the basis of the related theories of enterprise performance management and the recent research trends, this paper puts forward the research ideas and methods. Secondly, it analyzes the current situation of the performance appraisal of the senior executives of Hunan Agricultural Development Bank at the county level. Through understanding the existing problems and analyzing the possible causes of these problems, it is concluded that the performance appraisal of the senior managers of Hunan Agricultural Development Bank's county-level institutions needs to be improved to better serve the needs of the company's development. Then there is the improvement design of the performance appraisal scheme of Hunan Agricultural Development Bank's county-level executive personnel, including the design of the performance appraisal index and the design of the performance management system of the grass-roots bank executives. At the same time, it explains the obstacles and organizational security, system guarantee, cultural guarantee and leadership guarantee in the implementation of the improved performance management scheme for senior executives at the grass-roots level. Finally, we give the corresponding research conclusions and summarize the research in this paper. This paper focuses on the performance evaluation theory to analyze and discuss the establishment of performance appraisal programs and indicators for senior executives at the grass-roots level of the Agricultural Development Bank, and pay attention to the integration of theory and practice to deepen the understanding of performance appraisal theory. The paper also puts forward the methods to solve the practical problems, which provides a certain reference and reference value for the improvement of the performance appraisal of the senior executives of the basic bank of the Agricultural Development Bank.
【學位授予單位】：湖南大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F832.31

【參考文獻】

相關(guān)期刊論文 前9條

1 龔巧莉;;基于績效預算管理的企業(yè)業(yè)績評價體系設(shè)計[J];新疆大學學報(哲學人文社會科學版);2008年06期

2 李志剛,湯書昆;用層次分析法改進的平衡計分卡及其應用[J];價值工程;2004年07期

3 施家芳,張媛;關(guān)于供應鏈績效評價的探討[J];北方經(jīng)貿(mào);2004年06期

4 石金濤,程金林,鄭興山;績效管理的取向[J];企業(yè)管理;2004年06期

5 李文權(quán);用知識管理提升企業(yè)績效[J];商業(yè)經(jīng)濟;2004年03期

6 張蕊;論企業(yè)財務(wù)業(yè)績評價指標體系的改進與拓展[J];廣西會計;2002年08期

7 蔡永紅,林崇德;績效評估研究的現(xiàn)狀及其反思[J];北京師范大學學報(人文社會科學版);2001年04期

8 陸昌勤,方俐洛,凌文輇;360度反饋及其在人力資源管理中的效用[J];中國管理科學;2001年03期

9 謝平,許國平,李德;運用信用評級原理加強金融監(jiān)管[J];管理世界;2001年01期

，

本文編號：2044926