本文關(guān)鍵詞： 銀行 柜員 績效考核　出處：《江西財(cái)經(jīng)大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：目前國內(nèi)的銀行正是在提高服務(wù)和完善管理的階段。競爭中的關(guān)鍵是人才,銀行人才的流失是銀行面對的一個威脅。銀行為了留住人才或者吸引人才,需要制定合理的激勵機(jī)制,提高員工的工作熱情,改善員工業(yè)績,進(jìn)行同時采取優(yōu)勝劣汰機(jī)制,盡量保持優(yōu)秀的員工團(tuán)體。而銀行的激勵機(jī)制實(shí)現(xiàn)的基礎(chǔ)是銀行對員工的績效考核,其中考核制度是關(guān)鍵。員工的績效考核結(jié)果關(guān)乎行員的切身利益,因此,只有正確合理地評價員工的業(yè)績,獎懲才可能公正、公平,才能激勵員工的工作熱情。業(yè)界已經(jīng)形成共識,績效考核管理是包括人力資源管理在內(nèi)的各項(xiàng)資源管理的核心,在企業(yè)實(shí)現(xiàn)戰(zhàn)略目標(biāo)上發(fā)揮著非常重要的作用。柜員績效考核系統(tǒng)是銀行內(nèi)部事務(wù)管理的辦公平臺之一,平臺的主要數(shù)據(jù)基礎(chǔ)是員工的基本信息和業(yè)務(wù)處理狀況,系統(tǒng)的核心業(yè)務(wù)是績效計(jì)算和績效分析。本文以銀行員工績效考核管理的實(shí)際業(yè)務(wù)為依據(jù),運(yùn)用面向?qū)ο蟮南嚓P(guān)理論和主流的技術(shù)開發(fā)工具,進(jìn)行針對銀行職工的績效考核系統(tǒng)設(shè)計(jì)與開發(fā)。系統(tǒng)采用B/S架構(gòu),開發(fā)語言為ASP.NET,以及采用SQL Server 2005作為后臺數(shù)據(jù)庫。本文設(shè)計(jì)實(shí)現(xiàn)的銀行績效考核系統(tǒng)主要包括系統(tǒng)管理(如如用戶信息管理)、機(jī)構(gòu)等基本信息管理、績效相關(guān)管理(如績效考核任務(wù)、考核指標(biāo)以及績效成績管理)、信息發(fā)布管理、績效成績分析與統(tǒng)計(jì)管理等。員工績效考核系統(tǒng)能夠提高考核部門的辦公效率,促使考核行為公平公正,加強(qiáng)考核行為的監(jiān)督和管理,為實(shí)現(xiàn)科學(xué)化管理,提供了有效的工具和手段。
[Abstract]:At present, domestic banks are at the stage of improving service and improving management. The key to the competition is talent, and the loss of bank talents is a threat to banks. In order to retain or attract talents, banks, We need to establish a reasonable incentive mechanism, improve the work enthusiasm of employees, improve the performance of employees, and adopt the survival of the fittest mechanism at the same time. The incentive mechanism of the bank is based on the performance appraisal of the bank, in which the appraisal system is the key. The result of the employee performance appraisal is of vital interest to the employee, so, Only by evaluating the performance of employees correctly and reasonably, can rewards and punishments be fair and fair, and the enthusiasm of employees can be encouraged. The industry has formed a consensus that performance appraisal management is the core of all kinds of resource management, including human resource management. The performance appraisal system of teller is one of the office platforms for internal affairs management of banks. The main data base of the platform is the basic information and business processing status of employees. The core business of the system is performance calculation and performance analysis. Design and development of performance appraisal system for bank employees. The system adopts B / S structure. The development language is ASP. Net, and uses SQL Server 2005 as the backstage database. The bank performance appraisal system designed and implemented in this paper mainly includes system management (such as user information management, organization and so on). Performance related management (such as performance appraisal task, evaluation index and performance achievement management, information release management, performance analysis and statistical management, etc.) the staff performance appraisal system can improve the office efficiency of the appraisal department. Promoting fair and just assessment behavior and strengthening supervision and management of assessment behavior provide effective tools and means for the realization of scientific management.
【學(xué)位授予單位】：江西財(cái)經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：TP311.52

【參考文獻(xiàn)】

相關(guān)期刊論文 前4條

1 劉旋;;“新常態(tài)”下商業(yè)銀行績效考核體系重構(gòu)[J];時代金融;2015年33期

2 黃海輪;;二級管理體制下高職院校績效評價指標(biāo)構(gòu)建分析[J];科教導(dǎo)刊(上旬刊);2014年05期

3 張穎;;物流企業(yè)的績效評價管理[J];物流技術(shù);2012年15期

4 趙俊民;;商業(yè)銀行績效考核體系的完善[J];金融理論與實(shí)踐;2010年05期

，

本文編號：1497025