本文關(guān)鍵詞： 中國農(nóng)業(yè)發(fā)展銀行 績(jī)效考核 平衡計(jì)分卡 BSC KPI　出處：《新疆大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：2001年農(nóng)發(fā)行伊犁州分行及其轄屬八個(gè)縣支行和一個(gè)市分行營業(yè)部作為我國西部邊陲唯一一家政策性銀行相繼開立,2014年,我國國務(wù)院召開了第63次常務(wù)會(huì)議,該會(huì)議商討并通過了農(nóng)業(yè)發(fā)展銀行具體改革方案,標(biāo)志著我國農(nóng)業(yè)發(fā)展銀行進(jìn)入重要轉(zhuǎn)型期。2015年,中國農(nóng)業(yè)發(fā)展銀行啟動(dòng)了內(nèi)部綜合改革,嘗試建立全員市場(chǎng)化用工的人力資源管理體系和激勵(lì)約束機(jī)制。隨之而來,績(jī)效考核方式的變化成為全行上下高度關(guān)注的問題。由于我國政策性銀行建行時(shí)間短、工作責(zé)任大、金融實(shí)踐經(jīng)驗(yàn)少,在發(fā)展中遇到了種種難題,其中,人才缺失、流失問題也已成為我行發(fā)展道路上的難題。本論文就是要運(yùn)用績(jī)效管理體系構(gòu)建的思路和方法,首先分析國內(nèi)外經(jīng)常使用的績(jī)效考核方法進(jìn)行梳理,歸納出其各自的利弊,得到啟示。其次對(duì)地州級(jí)二級(jí)分行的績(jī)效考核現(xiàn)狀進(jìn)行第一手調(diào)查和研究,探討農(nóng)發(fā)行伊犁州分行績(jī)效考核現(xiàn)狀及成因,再次經(jīng)過對(duì)二級(jí)分行及其轄屬支行績(jī)效考核現(xiàn)實(shí)基礎(chǔ)的分析,基于各業(yè)務(wù)部門不同之處,進(jìn)行績(jī)效考核方法的改革,特別是對(duì)績(jī)效考核方面存在的問題進(jìn)行重新設(shè)計(jì),來制定出新時(shí)期下有利于面對(duì)機(jī)遇與挑戰(zhàn)的績(jī)效考核方案,來完善該行人力資源管理體系并提高該行的管理效率和經(jīng)濟(jì)效益。最后得出結(jié)論性觀點(diǎn),針對(duì)研究中獲得的研究成果進(jìn)行了總結(jié),并做出展望。
[Abstract]:In 2001, the Yili Prefecture Branch of the Agricultural Development Bank and its eight county branches and one city branch were opened as the only policy bank in the western border of China. In 2014, the State Council held its 63rd executive meeting. The meeting discussed and adopted a specific reform plan for the Agricultural Development Bank, which marked an important transition period for the Agricultural Development Bank of China. On 2015, the Agricultural Development Bank of China launched an internal comprehensive reform. This paper attempts to establish the human resource management system and incentive and restraint mechanism for the market-oriented employment of the whole staff. Subsequently, the change of the performance appraisal method has become a problem of great concern to the whole bank. Because of the short time of construction bank, the policy bank of our country has a great job responsibility. The financial practice experience is little, in the development has encountered various difficult problems, among them, the talented person lacks, the loss question has already become our line of development road difficult problem. This paper is to use the performance management system construction thought and the method, First of all, it analyzes the performance appraisal methods used frequently at home and abroad, sums up their respective advantages and disadvantages, and gets enlightenment. Secondly, it makes a first-hand investigation and research on the current performance appraisal situation of prefectural secondary branches. This paper probes into the present situation and causes of the performance appraisal of Yili Prefecture Branch of Agricultural Development Bank, analyzes the realistic basis of the performance appraisal of the secondary branch and its subordinate branch again, and carries on the reform of the performance appraisal method based on the differences of each business department. In particular, the problems existing in performance appraisal are redesigned to work out the performance appraisal scheme in the new period, which is conducive to facing the opportunities and challenges. In order to perfect the human resource management system of the bank and improve the efficiency and economic benefit of the bank, the conclusion is drawn, the research results obtained in the study are summarized, and the prospect is made.
【學(xué)位授予單位】：新疆大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F832.31

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