G证券公司营销人员绩效考核体系优化研究

发布时间：2018-06-15 10:41

本文选题：营销人员 + 绩效考核　；参考：《华南理工大学》2013年硕士论文

【摘要】：随着证券行业的逐步放开，证券经纪业务的市场竞争将进一步加剧。经纪业务的竞争主要就是人才的竞争，证券公司要在竞争中立于不败之地，，营销人员需要比以往发挥出更大的主动性和创造性。本研究以G证券公司为案例，通过对G证券公司营销人员绩效考核体系的分析研究，结合绩效考核相关的最新理论，分析其绩效考核体系中存在的主要问题，并探索相应的优化方案，以期对企业如何有效的通过建立合理、科学的绩效考核体系激发员工工作积极性提出有益的建议。本研究主要按照提出问题—分析问题—解决问题的逻辑线路展开。首先，阐述本文研究的背景和意义，对绩效考核的基本理论、国内外绩效考核的主要方法和作用进行综述，同时简要介绍本文的研究内容、方法及论文结构。其次，简要介绍案例的背景；在对G证券公司营销人员绩效考核现状进行调研和理论分析的基础上，总结分析其绩效考核体系方面存在的主要问题及其原因。最后，本文结合绩效管理的相关理论方法，分别从考核原则、目的、绩效考核指标的选择、绩效标准等方面对G证券公司营销人员的绩效考核体系进行优化设计。同时从确保绩效考核体系的顺利实施出发，提出绩效考核体系管理、沟通、反馈和评估修正的保障措施。总体而言，本研究不仅对G证券公司营销人员的绩效管理工作具有较大的指导作用，对其他证券公司的人力资源实践也具有一定的参考借鉴意义。
[Abstract]:With the gradual liberalization of the securities industry, securities brokerage business market competition will be further intensified. The competition of brokerage business is mainly the competition of talents. If the securities companies want to be invincible in the competition, the marketers need to bring into play more initiative and creativity than ever before. This research takes G securities company as a case, through the analysis and research of the performance appraisal system of marketing personnel of G securities company, combined with the latest theory of performance appraisal, analyzes the main problems existing in its performance appraisal system. And explore the corresponding optimization plan, with a view to how to effectively establish a reasonable, scientific performance appraisal system to stimulate the enthusiasm of employees to put forward useful suggestions. This study is based on the logical circuit of problem-analysis-problem-solving. First of all, the background and significance of this study are described, the basic theory of performance appraisal, the main methods and functions of performance appraisal at home and abroad are summarized. At the same time, the research content, methods and structure of this paper are briefly introduced. Secondly, the paper briefly introduces the background of the case. On the basis of the investigation and theoretical analysis of the current situation of the performance appraisal of marketing personnel in G securities company, the paper summarizes and analyzes the main problems and reasons of its performance appraisal system. Finally, combining with the relevant theory and methods of performance management, this paper optimizes the design of the performance appraisal system of the marketing personnel of G securities company from the aspects of evaluation principle, purpose, performance evaluation index selection, performance standard and so on. In order to ensure the smooth implementation of the performance appraisal system, the management, communication, feedback and evaluation of the performance appraisal system are put forward. In general, this study not only has a great guiding effect on the performance management of marketing personnel in G securities company, but also has some reference significance to the human resource practice of other securities companies.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.39

【参考文献】