【摘要】：隨著經(jīng)濟(jì)全球化及知識(shí)經(jīng)濟(jì)時(shí)代的來臨,無論是國內(nèi)市場(chǎng)還是國際市場(chǎng),企業(yè)都必需面對(duì)殘酷及激烈地競(jìng)爭(zhēng),對(duì)于他們而言,制定合理的企業(yè)戰(zhàn)略和進(jìn)行有效的管理勢(shì)在必行。眾所周知,企業(yè)想在激烈的競(jìng)爭(zhēng)中立于不敗的地位,歸根到底是人才的競(jìng)爭(zhēng)。那么企業(yè)管理的核心是什么?是人,是人力資源管理,而人力資源管理包含六大模塊,六大模塊管理的焦點(diǎn)是績效管理。因此,績效管理的關(guān)鍵是實(shí)現(xiàn)企業(yè)戰(zhàn)略和加強(qiáng)企業(yè)的競(jìng)爭(zhēng)實(shí)力。論文以某銀行營業(yè)網(wǎng)點(diǎn)的現(xiàn)狀進(jìn)行分析,結(jié)合該銀行當(dāng)前的人力資源管理系統(tǒng),以營業(yè)網(wǎng)點(diǎn)為切入點(diǎn),對(duì)營業(yè)網(wǎng)點(diǎn)崗位人員設(shè)置進(jìn)行歸納總結(jié),制定不同人群的績效目標(biāo),圍繞績效管理的一整套流程,從績效計(jì)劃發(fā)起開始,合理的設(shè)置各人群的績效目標(biāo),結(jié)合該銀行現(xiàn)有的營銷輔助系統(tǒng)數(shù)據(jù)同步或是直接根據(jù)業(yè)績數(shù)據(jù)錄入來實(shí)施績效定量考核,再設(shè)計(jì)符合業(yè)務(wù)發(fā)展需求的定性指標(biāo)進(jìn)行定性考核,根據(jù)考核結(jié)果進(jìn)行有針對(duì)性的績效輔導(dǎo),再在考核周期期末進(jìn)行績效考核,再輔導(dǎo),以此循環(huán),到年終進(jìn)行年度考核。最終的目的是提升員工的績效,幫助員工成長,更好地完成各項(xiàng)業(yè)務(wù)目標(biāo)。本系統(tǒng)采用JAVA開發(fā)語言,使用J2EE中的Struts、Spring和Hibernate集成開發(fā)技術(shù)來實(shí)現(xiàn),在MVC模式下,完成一個(gè)基于Web的銀行績效管理系統(tǒng)[1]。本文主要有如下幾個(gè)方面的研究:1.績效管理業(yè)務(wù)分析。主要分析某銀行績效管理的當(dāng)前現(xiàn)狀,分析總結(jié)績效管理的目標(biāo)是什么。討論營業(yè)網(wǎng)點(diǎn)人員配置及各自的工作內(nèi)容等。其次根據(jù)實(shí)際需求分析目標(biāo)制定方法,提出營業(yè)網(wǎng)點(diǎn)整體業(yè)務(wù)指標(biāo)。再次討論績效考核的實(shí)施,以考核的方式來得出員工的工作業(yè)績。最后聯(lián)系績效考核內(nèi)容對(duì)績效輔導(dǎo)的要領(lǐng)進(jìn)行分析概括。2.績效管理系統(tǒng)的需求分析。本文從業(yè)務(wù)需求分析入手,包括相關(guān)業(yè)務(wù)現(xiàn)狀以及業(yè)務(wù)目標(biāo)。再詳細(xì)進(jìn)行功能需求分析,對(duì)績效管理的各主要業(yè)務(wù)模塊的需求進(jìn)行系統(tǒng)的分析,包括績效目標(biāo)地制定、績效計(jì)劃地發(fā)起、績效考核地實(shí)施、績效輔導(dǎo)及反饋地落實(shí)等。最后得出系統(tǒng)總體方案。3.績效管理系統(tǒng)的詳細(xì)設(shè)計(jì)。首先對(duì)系統(tǒng)體系架構(gòu)進(jìn)行設(shè)計(jì),分為表現(xiàn)層、業(yè)務(wù)層、支撐層和持久層。再搭建系統(tǒng)功能結(jié)構(gòu)。最后具體地設(shè)計(jì)了各重要業(yè)務(wù)模塊功能。4.績效管理系統(tǒng)實(shí)現(xiàn)。實(shí)現(xiàn)了績效管理系統(tǒng)各主要業(yè)務(wù)功能模塊。較好的完成了預(yù)計(jì)的系統(tǒng)實(shí)現(xiàn),能很好的滿足某銀行營業(yè)網(wǎng)點(diǎn)日�？冃Ч芾淼男枨蟆＝鉀Q了績效管理系統(tǒng)化運(yùn)作的難題。促進(jìn)了該銀行營業(yè)網(wǎng)點(diǎn)各員工績效的提升,以此來更好的完成目標(biāo)任務(wù)。
[Abstract]:With the advent of economic globalization and the era of knowledge economy, both domestic and international markets, enterprises must face cruel and fierce competition, for them, it is imperative to formulate reasonable enterprise strategy and carry out effective management. As we all know, enterprises want to stand in the fierce competition in the undefeated position, in the final analysis is talent competition. So what is the core of business management? Human resource management consists of six modules, and the focus of six modules is performance management. Therefore, the key of performance management is to realize the enterprise strategy and strengthen the competitive strength of the enterprise. Based on the analysis of the current situation of a bank's business network, combined with the current human resources management system of the bank, and taking the business network as the starting point, this paper sums up and summarizes the establishment of the post personnel of the business network, and formulates the performance objectives of different people. Around the whole process of performance management, starting from the launch of the performance plan, set the performance objectives of each group reasonably, combined with the bank's existing marketing assistance system data synchronization or directly according to the performance data input to implement quantitative performance appraisal. Design the qualitative index to meet the needs of business development to conduct qualitative assessment, according to the results of targeted performance guidance, and then at the end of the appraisal cycle performance appraisal, again guidance, cycle, to the end of the annual assessment. The ultimate goal is to improve staff performance, help employees grow, and better achieve business goals. This system adopts the JAVA development language, uses the Struts,Spring and the Hibernate integration development technology in the J2EE to realize, under the MVC pattern, completes a bank performance management system based on the Web [1]. This article mainly has the following several aspects of research: 1. Performance management business analysis. This paper mainly analyzes the current situation of a bank's performance management, analyzes and summarizes the objectives of performance management. To discuss the staffing of business outlets and their respective work content and so on. Secondly, according to the actual demand analysis target formulation method, puts forward the business network overall business index. Again discuss the implementation of performance appraisal, to assess the way to obtain employee performance. Finally, the main points of performance guidance are analyzed and summarized with the content of performance appraisal. 2. Requirement analysis of performance management system. This paper starts with the analysis of business requirements, including related business status and business objectives. Then the functional requirements are analyzed in detail, and the requirements of the main business modules of performance management are analyzed systematically, including performance goal formulation, performance planning initiation, performance appraisal implementation, performance guidance and feedback implementation, and so on. Finally, the overall scheme of the system. 3. Detailed design of performance management system. Firstly, the system architecture is designed, which is divided into presentation layer, business layer, support layer and persistence layer. Then build the functional structure of the system. Finally, the function of each important business module is designed concretely. 4. Performance management system implementation. The main business function modules of the performance management system are realized. The system can meet the demand of daily performance management of a bank. It solves the problem of systematic operation of performance management. Promote the performance of the bank's various branches of staff performance, so as to better achieve the target task.
【學(xué)位授予單位】：上海交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：TP311.52

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