中国中投证券营销员工绩效考评研究

发布时间：2018-02-04 21:15

本文关键词： 证券公司营销员工绩效考评　出处：《辽宁大学》2012年硕士论文　论文类型：学位论文

【摘要】：随着经济全球化和信息时代的到来,拉动经济增长的核心资源已从最初的物理资源开始发生变化,越来越多的企业已经开始关注人力资源的建设和发展。科学的人力资源管理体系已经成为企业内部管理的核心要素之一,而处于人力资源管理核心的绩效考评体系日益成为人力资源管理的重要手段,是帮助企业维持和提高生产力,实现企业战略任务和目标最有效的方式之一。因此,构建科学的绩效考评体系,是帮助企业完善人力资源管理体系,实现组织规划目标,保障企业良性发展的核心。中投证券于2006年末开始进行证券经纪业务转型的探索。主要的表现为在全国100余家营业部组建市场部,大规模招聘营销员工,开始将经纪业务重点转移到营销员工的团队建设上来,充分培养营销员工的专业性和营销能力,实现公司经纪业务利润。然而随着这一岗位员工规模的不断扩大,现行绩效考评体系漏洞日益暴露,逐渐成为束缚企业人力资源发展的枷锁。本文以现阶段中投证券营销员工绩效考评体系为研究对象,发现存在的问题并分析原因,提出了优化方案。第一部分,对绩效考评的相关文献进行了综述。主要介绍了绩效考评的基础概念,几种常见的绩效考评方法,如关键绩效指标、目标管理法和全方位考评法等。第二部分,介绍了中投证券经营现状以及营销员工的特点等,在这一部分本文重点分析了营销员工的人格特质和职业特质。第三部分,阐述营销员工绩效考评现状,发现问题并进行原因分析。由于营销员工绩效考评工作起步较晚,故现阶段绩效考评体系存在的问题和原因是多样而复杂的。第四部分,根据绩效考评体系存在的问题,提出考评优化方案。从体系设计的指导原则、考评指标的选择、绩效考评具体实施细则等诸多方面进行了重新构想,为新体系的实施提供理论基础。第五部分,提出了促进绩效考评体系有效运转的保障措施。
[Abstract]:With the advent of economic globalization and the information age, the core resources that stimulate economic growth have begun to change from the initial physical resources. More and more enterprises have begun to pay attention to the construction and development of human resources. Scientific human resource management system has become one of the core elements of internal management. The performance evaluation system, which is at the core of human resource management, is increasingly becoming an important means of human resource management, which is to help enterprises maintain and improve their productivity. Therefore, the construction of a scientific performance appraisal system is to help enterprises improve the human resources management system and achieve organizational planning goals. Ensure the core of healthy development of enterprises. In end of 2006, CIC began to explore the transformation of securities brokerage business. The main performance is the establishment of marketing department in more than 100 business departments throughout the country and the large-scale recruitment of marketing staff. Start to transfer the focus of brokerage business to the team building of marketing staff, and fully cultivate the professionalism and marketing ability of marketing staff. However, with the continuous expansion of the staff size of this position, the loopholes in the current performance appraisal system are exposed day by day, and gradually become the shackles of the development of human resources. This paper takes the current performance appraisal system of CIC's marketing staff as the research object, finds out the existing problems and analyzes the reasons, and puts forward the optimization scheme. The first part summarizes the relevant literature on performance appraisal. It mainly introduces the basic concept of performance evaluation, several common performance evaluation methods, such as key performance indicators. Objective management method and all-round evaluation method. The second part introduces the current situation of CIC Securities Management and the characteristics of marketing staff. In this part, the author analyzes the personality and professional characteristics of marketing staff. The third part describes the current situation of performance appraisal of marketing employees, finds out the problems and analyzes the reasons. Because the performance evaluation of marketing employees started late. Therefore, the existing problems and reasons of the performance appraisal system are diverse and complex. Part 4th, according to the problems existing in the performance appraisal system, put forward the evaluation optimization scheme, from the system design guidelines, the selection of evaluation indicators. The detailed implementation rules of performance appraisal are reconceived to provide the theoretical basis for the implementation of the new system. In the 5th part, the author puts forward the guarantee measures to promote the effective operation of the performance appraisal system.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.51

【参考文献】