本文選題：建行浙江省分行　切入點：柜臺人員　出處：《西南交通大學》2017年碩士論文

【摘要】：隨著我國金融體制的改革,我國銀行快點發(fā)展,銀行的經(jīng)營與管理體制也發(fā)生了巨大的變化,銀行業(yè)的發(fā)展取得了不容小覷的成果。但是不可忽視的是,隨著國內(nèi)經(jīng)濟對外開放的程度擴大,國際經(jīng)濟一體化趨勢越加明顯,銀行業(yè)面臨的競爭壓力越來越大。同時,伴隨客戶金融需求的多遠變化和選擇空間的擴大,銀行的金融服務(wù)質(zhì)量也面臨更多的考驗,提升銀行服務(wù)效率和服務(wù)質(zhì)量顯得尤為重要。柜臺人員作為銀行的基層人員,其自身素質(zhì)和工作表現(xiàn)對銀行的整體形象和工作質(zhì)量影響很大,如何提高網(wǎng)點員工的工作效能,仍然是商業(yè)銀行必須關(guān)注的重要問題。商業(yè)銀行在建立并不斷完善柜臺人員的績效考核體系上,進行了廣泛持續(xù)的探索和嘗試,在不斷發(fā)展的同時,也面臨著一些亟待研究解決的問題。本文以建行浙江省分行為研究對象,從銀行柜臺人員績效考核角度出發(fā),選取柜臺人員績效考核問題作為研究對象,立足于對該行柜臺人員績效考核相關(guān)情況的收集整理、實地考察和問卷調(diào)查,著重分析了建行浙江省分行柜臺人員績效考核目前存在的5個方面主要問題,即績效考核流程不合理、績效考核考核目的被曲解、績效考核信息管理不適應(yīng)、績效考核內(nèi)容和指標不合理、績效考核反饋機制不完善等,并對問題成因進行了深入的思考和分析。希望通過本文的研究,對建行浙江省分行柜臺人員績效考核的改進有一定的指導意義。
[Abstract]:Along with the reform of China's financial system, China's banking quick development, operation and management of the banking system has undergone tremendous changes, the development of the banking sector has been underestimated results. But can not be ignored, with the domestic economic opening degree of expansion, the trend of international economic integration has become increasingly obvious, competitive pressure is the banking industry is facing increasingly. At the same time, along with the change and choice of space to expand how far the financial needs of customers, the quality of financial services of banks also face more challenges, enhance the bank service efficiency and service quality is very important. The counter staff as bank staff, its quality and performance has great influence on the bank's overall the image and quality of work, how to improve the working efficiency of network staff, is still an important problem that commercial bank must pay close attention. Commercial banks in establishing and perfecting The counter staff performance appraisal system, carried out extensive ongoing exploration and attempt in development at the same time, it also faces some problems. In this paper, the construction of the Zhejiang branch as the research object, starting from the perspective of performance appraisal at the bank counter, the counter selection of personnel performance appraisal problems as the research object, based on the on the counter staff performance appraisal of collection, field investigation and questionnaire survey, analyzes the main problems existing in the 5 aspects of the Zhejiang branch of China Construction Bank counter staff performance appraisal, performance appraisal process is not reasonable, the performance appraisal to be distorted, performance appraisal information management to performance appraisal content and the index is not reasonable, the performance appraisal feedback mechanism is not perfect, and the causes of the problem of deep thinking and analysis. This paper hope that through research, to The improvement of the performance assessment of the counter personnel of the Zhejiang branch of CCB has certain guiding significance.

【學位授予單位】：西南交通大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F832.33

【參考文獻】

相關(guān)期刊論文 前10條

1 艾林;曹國華;;商業(yè)銀行盈余管理與經(jīng)營績效[J];管理世界;2013年11期

2 麥敏;;建立與績效管理相匹配的薪酬分配體系[J];人力資源管理;2013年06期

3 陳曉;黃旭;;中國大型商業(yè)銀行管理部門績效管理問題分析[J];金融論壇;2013年04期

4 夏先德;;全過程預(yù)算績效管理機制研究[J];財政研究;2013年04期

5 祝繼高;饒品貴;鮑明明;;股權(quán)結(jié)構(gòu)、信貸行為與銀行績效——基于我國城市商業(yè)銀行數(shù)據(jù)的實證研究[J];金融研究;2012年07期

6 趙尚梅;杜華東;車亞斌;;城市商業(yè)銀行股權(quán)結(jié)構(gòu)與績效關(guān)系及作用機制研究[J];財貿(mào)經(jīng)濟;2012年07期

7 萬鴻;;關(guān)于優(yōu)化我國商業(yè)銀行績效管理的探討[J];財經(jīng)界;2012年06期

8 王帥;王旭;;基于DEA與BSC相結(jié)合的上市商業(yè)銀行績效評價研究[J];價值工程;2012年08期

9 吳奕s，

本文編號：1715079