【摘要】：人力資源是銀行最重要的投入要素，銀行管理界對(duì)其高度重視，因此也成為銀行管理重要的職能之一。商業(yè)銀行績(jī)效考核是商業(yè)銀行人力資源管理領(lǐng)域的核心工作，其在國(guó)外已經(jīng)非常成熟，但是由于歷史原因，我國(guó)商業(yè)銀行績(jī)效考核工作開(kāi)展的不是很理想，這也成為我國(guó)商業(yè)銀行人力資源管理領(lǐng)域的難題之一�？�(jī)效考核關(guān)系著商業(yè)銀行是否能夠圓滿完成當(dāng)期任務(wù)指標(biāo)，也關(guān)系著銀行客戶的利益是否能夠得到保障。本文以績(jī)效考核的相關(guān)理論為基礎(chǔ)，結(jié)合民生銀行秦皇島分行的績(jī)效考核體系中存在的實(shí)際問(wèn)題進(jìn)行了深入的剖析和闡述。 首先，通過(guò)對(duì)商業(yè)銀行績(jī)效考核相關(guān)理論的綜述，總結(jié)了績(jī)效考核的內(nèi)涵、績(jī)效考核的常用方法以及平衡記分卡在商業(yè)銀行績(jī)效考核中的應(yīng)用情況，為本文的研究提供了規(guī)范的理論指導(dǎo)依據(jù)。 其次，以民生銀行秦皇島分行為研究對(duì)象，分析了民生銀行秦皇島分行績(jī)效考核體系的現(xiàn)狀。 再次，，在理論研究的基礎(chǔ)上，結(jié)合對(duì)民生銀行秦皇島分行績(jī)效考核體系的具體分析情況，設(shè)計(jì)了基于平衡記分卡的績(jī)效考核體系。先后闡述了該體系設(shè)計(jì)的總體目標(biāo)、總體原則和基本思路，從公司、部門(mén)和員工三個(gè)層面，依照平衡記分卡的財(cái)務(wù)、客戶、內(nèi)部流程、學(xué)習(xí)與成長(zhǎng)四個(gè)維度設(shè)計(jì)了基于平衡記分卡的民生銀行秦皇島分行績(jī)效考核體系。 最后，為了確�；谄胶庥浄挚ǖ拿裆y行秦皇島分行績(jī)效考核體系的順利運(yùn)行和實(shí)施，提出了民生銀行秦皇島分行平衡記分卡的體系實(shí)施策略。
[Abstract]:Human resource is the most important input factor of the bank, which is attached great importance by the bank management, so it also becomes one of the important functions of the bank management. Performance appraisal of commercial banks is the core work in the field of human resource management of commercial banks. It has been very mature in foreign countries, but due to historical reasons, the performance appraisal work of commercial banks in our country is not very ideal. This has also become one of the difficult problems in the field of human resources management of commercial banks in China. Performance appraisal is related to whether the commercial banks can successfully complete the current task indicators and whether the interests of bank customers can be protected. Based on the theory of performance appraisal, this paper deeply analyzes and expounds the actual problems in the performance appraisal system of Minsheng Bank Qinhuangdao Branch. First of all, by summarizing the relevant theories of performance appraisal of commercial banks, this paper summarizes the connotation of performance appraisal, the common methods of performance appraisal and the application of balanced Scorecard in performance appraisal of commercial banks. It provides a normative theoretical basis for the research of this paper. Secondly, taking Qinhuangdao Branch of Minsheng Bank as the research object, the paper analyzes the present situation of Qinhuangdao Branch performance Appraisal system of Minsheng Bank. Thirdly, on the basis of theoretical research, combined with the specific analysis of the performance appraisal system of Minsheng Bank Qinhuangdao Branch, a performance appraisal system based on balanced Scorecard is designed. The overall objectives, general principles and basic ideas of the system design are expounded successively, according to the financial, customer and internal processes of the balanced scorecard from the three levels of company, department and staff. Learning and growth four dimensions designed based on balanced scorecard Minsheng Bank Qinhuangdao Branch performance appraisal system. Finally, in order to ensure the smooth operation and implementation of the performance appraisal system of Minsheng Bank Qinhuangdao Branch based on balanced Scorecard, the implementation strategy of balanced Scorecard system of Minsheng Bank Qinhuangdao Branch is put forward.
【學(xué)位授予單位】：燕山大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F832.33

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