【摘要】：經(jīng)過多年的發(fā)展,如今城市商業(yè)銀行的業(yè)務(wù)規(guī)模和種類都有了大幅度的擴(kuò)張,同時(shí)城市商業(yè)銀行的人才隊(duì)伍也在數(shù)量上和質(zhì)量上有了大幅度提升。人力資本的信息化建設(shè)將是城市商業(yè)銀行未來發(fā)展規(guī)劃的重要組成部分�？�(jī)效考核管理是人力資本管理的核心部分,由于銀行行業(yè)的特殊性,其績(jī)效的考核形態(tài)復(fù)雜多變,即在設(shè)計(jì)系統(tǒng)時(shí)除了要滿足當(dāng)前業(yè)務(wù)需求外,還要考慮到日后系統(tǒng)的拓展性。本項(xiàng)目源于蘇州銀行股份有限公司的人力資源績(jī)效考核系統(tǒng),系統(tǒng)可以實(shí)現(xiàn)績(jī)效考核的各個(gè)環(huán)節(jié)信息化管理。本文對(duì)該商業(yè)銀行的績(jī)效考核信息化需求進(jìn)行了全面的分析,并且對(duì)其系統(tǒng)的技術(shù)可行性進(jìn)行了評(píng)估。由于績(jī)效考核系統(tǒng)屬于人力資源系統(tǒng)的一部分并且與人力資源其他模塊有密切的數(shù)據(jù)交互,故績(jī)效考核系統(tǒng)與人力資源系統(tǒng)一樣都使用的是用友的uap開發(fā)平臺(tái)。另外,由于關(guān)鍵用戶和普通員工對(duì)系統(tǒng)的性能需求不一樣,故采用c/s和b/s相結(jié)合的方式,對(duì)于績(jī)效考核管理員由于對(duì)系統(tǒng)性能要求較高所以采用c/s方式,而普通員工對(duì)系統(tǒng)使用的方便性要求較高所以采用b/s方式�？蛻舳舜聿捎肁pplet技術(shù)支持頁(yè)面,其數(shù)值對(duì)象VO(ValueObject)通過java rmi和rpc技術(shù)與應(yīng)用服務(wù)器交互。Web服務(wù)器采用jsb,serverlet,javabean技術(shù),通過rmi技術(shù)與應(yīng)用服務(wù)器交互,Web服務(wù)器與瀏覽器通過http協(xié)議進(jìn)行通信。應(yīng)用服務(wù)器,在會(huì)話中創(chuàng)建業(yè)務(wù)對(duì)象BO(BuessionObject)并轉(zhuǎn)換成查詢對(duì)象QO(QueryObject)和數(shù)據(jù)管理對(duì)象DMO(Data ManageObject),最終編譯成可執(zhí)行的數(shù)據(jù)庫(kù)二進(jìn)制碼傳遞給oracle數(shù)據(jù)庫(kù)。本文研究的內(nèi)容包含五大模塊:績(jī)效合同管理、考核方案管理、考核實(shí)施管理、考核等級(jí)確認(rèn)管理、績(jī)效溝通管理�？�(jī)效合同管理用于管理員工每年簽訂的績(jī)效合同,包括kpi,kci,kbi以及簽約人和受約人等信息。考核方案管理用于制定考核量表,考核對(duì)象,考核人以及它們之間的關(guān)系�？己藢�(shí)施管理用于實(shí)施績(jī)效考核以及監(jiān)控考核進(jìn)度�？己说燃�(jí)確認(rèn)管理用于確認(rèn)和調(diào)整考核的最總分?jǐn)?shù)與等級(jí)�？�(jī)效溝通管理用于管理領(lǐng)導(dǎo)對(duì)員工考核結(jié)果的反饋信息和員工對(duì)最終結(jié)果的申訴信息。通過對(duì)本課題的研究,已經(jīng)實(shí)現(xiàn)了該城市商業(yè)銀行對(duì)績(jī)效考核系統(tǒng)提出的全部需求。目前已完成了模塊測(cè)試、集成測(cè)試、系統(tǒng)測(cè)試以及業(yè)務(wù)驗(yàn)收測(cè)試,符合預(yù)期的需求,系統(tǒng)已上線投入生產(chǎn)。
[Abstract]:After years of development, the business scale and types of urban commercial banks have been greatly expanded, at the same time, the number and quality of urban commercial banks have been greatly improved. The information construction of human capital will be an important part of the future development plan of city commercial bank. Performance appraisal management is the core part of human capital management. Because of the particularity of banking industry, its performance appraisal form is complex and changeable, that is, in designing the system, we should not only meet the current business needs, but also consider the expansibility of the system in the future. This project originates from the human resource performance appraisal system of Suzhou Bank Co., Ltd. The system can realize the information management of each link of the performance appraisal. This paper makes a comprehensive analysis on the demand of the performance appraisal informatization of the commercial bank, and evaluates the technical feasibility of the system. Because the performance appraisal system is a part of the human resources system and has close data interaction with other human resources modules, the performance appraisal system and the human resources system use the same as the human resources system is a friend of the uap development platform. In addition, because the performance requirements of key users and ordinary employees are not the same, therefore, the combination of c / s and b / s is adopted. For performance appraisal administrators, because of their high requirements for system performance, they adopt the c / s method And the ordinary employee to the system use convenience request is higher, therefore uses the bpm way. The client proxy uses Applet technology to support the page, its numerical object VO (ValueObject) interacts with the application server through java rmi and rpc technology, the Web server uses jsb,serverlet,javabean technology, and the application server interacts with the application server through rmi technology. The Web server communicates with the browser via the http protocol. An application server creates a business object BO (BuessionObject) in a session and converts it into a query object QO (QueryObject) and a data management object DMO (Data ManageObject), finally compiles to an executable database binary code and passes it to the oracle database. The content of this paper includes five modules: performance contract management, evaluation scheme management, assessment implementation management, assessment grade confirmation management, performance communication management. Performance contract management is used to manage performance contracts signed annually by employees, including kpi,kci,kbi and information on contractors and contractors. Evaluation scheme management is used to set the scale, the object, the reviewer and the relationship between them. Assessment implementation management is used to implement performance appraisal and monitor the progress of assessment. The assessment grade confirmation management is used to confirm and adjust the total score and grade of the examination. Performance communication management is used to manage feedback from leaders on employee review results and employee complaints about final results. Through the research of this subject, the city commercial bank has realized all the requirements of the performance appraisal system. At present, we have completed the module test, integration test, system test and business acceptance test, which meet the expected requirements, the system has been put into production online.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：TP311.52

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