邮储银行XX分行绩效考核体系设计研究

发布时间：2018-04-03 22:46

本文选题：邮储银行　切入点：绩效考核　出处：《吉林大学》2013年硕士论文

【摘要】：知识经济时代下的市场竞争日趋激烈，企业在运营发展中逐步将人力资源的有效管理作为企业维持竞争优势的工具。人力资源管理对企业的运营发展影响重大，是维持并促进企业运转的重要手段，其中最为有效的是员工的绩效考核管理，绩效考核可以对员工产生激励和约束的作用，并能与企业的其他管理手段相结合共同为企业的发展目标服务。科学有效的绩效考核对企业发展具有重大意义，公平合理的绩效考核体系有助于企业搭建合理的人才梯队、保障企业发展目标的顺利施行，对提升员工工作绩效、加强企业管理、增强企业综合竞争力意义重大。近年来，我国银行业的改革不断深入，外资银行的进入、中小银行的发展等都对邮储银行的发展带来了巨大的挑战，，邮储银行需要在二次转型的过程中充分运用绩效考核等方法确保企业战略目标的完成。本文在分析现代绩效考核的基本理论后，结合中国邮储银行现状，对邮储银行XX分行的绩效考核现状进行了全面的分析，指出存在考核目的定位不明确、指标设定不科学、风险隐患意识薄弱等问题。针对邮储银行绩效考核中存在的问题，本文首先确定了绩效考核体系设计的目标和思路，提出以推进绩效分配改革、完善工效挂钩机制为考核目标，然后从分解目标、制定岗位说明书及相关培训等方面对绩效考核体系进行组织，最后对绩效考核体系的实施及结果反馈进行了分析说明，并提出了相关的保障措施。本文对邮储银行绩效考核的设计主要以加强综合转型营销为主，具有可行性与实用性，希望能为其他银行的绩效考核管理提供参考。
[Abstract]:In the era of knowledge economy, the market competition is becoming more and more fierce. In the course of operation and development, enterprises gradually regard the effective management of human resources as a tool for enterprises to maintain their competitive advantage.Human resource management has a great impact on the operation and development of the enterprise, and it is an important means to maintain and promote the operation of the enterprise, among which the most effective is the performance appraisal management of the staff, and the performance appraisal can produce the function of incentive and restraint to the staff.And can be combined with other management means of enterprises to jointly serve the development objectives of enterprises.Scientific and effective performance appraisal is of great significance to the development of enterprises. A fair and reasonable performance appraisal system is helpful for enterprises to set up reasonable talent echelons, to ensure the smooth implementation of enterprise development goals, and to improve the performance of employees.It is of great significance to strengthen enterprise management and enhance the comprehensive competitiveness of enterprises.In recent years, the reform of China's banking industry has been deepening, the entry of foreign banks and the development of small and medium-sized banks have brought great challenges to the development of postal savings banks.The Postal savings Bank needs to make full use of the performance appraisal method in the process of the second transformation to ensure the completion of the strategic goal of the enterprise.After analyzing the basic theory of modern performance appraisal, combined with the present situation of China Postal savings Bank, this paper makes a comprehensive analysis of the present situation of performance appraisal in XX branch of Postal savings Bank, and points out that the purpose of assessment is not clear, and the setting of index is not scientific.The risk hidden danger consciousness is weak and so on.In view of the problems existing in the performance appraisal of postal savings bank, this paper first determines the objectives and ideas of the design of the performance appraisal system, and proposes to promote the reform of performance distribution, perfect the work efficiency linkage mechanism as the assessment goal, and then decompose the objective from the point of view of the performance appraisal system.The performance appraisal system is organized in the aspects of job description and related training. Finally, the implementation of the performance appraisal system and the result feedback are analyzed and explained, and the relevant safeguard measures are put forward.In this paper, the design of postal savings bank performance appraisal is mainly to strengthen the comprehensive transformation marketing, which is feasible and practical, hoping to provide reference for the performance appraisal management of other banks.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.33

【参考文献】