广安区农村信用合作联社绩效考核体系研究与方案设计

发布时间：2018-04-30 18:14

本文选题：广安区农村信用合作联社 + 绩效考核　；参考：《西南财经大学》2012年硕士论文

【摘要】：改革开放以来,我国农村信用社得到了长足的发展,农村信用社作为地方性金融机构之一,承担着为“三农”服务、为“三农”资金融通的重要职能,在支持农村经济的发展中发挥着非常重要的作用。在西南欠发达的地区,信用社已经成为农村金融的主力军,其机构、人员和业务量均居农村金融机构之首。但在新形势下,由于人力资源管理体系的不完善,严重阻碍了农村信用社的进一步发展。绩效考核作为人力资源管理体系的核心内容,目前也是农村信用社人力资源管理的最薄弱环节,不仅没有能够有效激励员工造成决策上的失误,反而挫伤了员工的积极性,给信用社的发展带了了非常不好的影响。本研究以广安区农村信用合作联社(以下简称广安区联社)为案例进行研究,依据绩效考核方面的相关理论,对广安区联社的绩效考核体系进行系统分析,在总结目前绩效考核的优点基础上,提出了一些不足,如考核指标缺乏前瞻性、考核体系缺乏完整性、考核结果缺乏激励性、考核标准缺乏客观性等。本研究针对这些问题,结合广安区农村信用合作联社的现实情况,优化其绩效考核体系。本文主要分为六个部分,第一二部分主要探讨论文的研究背景、研究意义、研究内容、研究方法及相关理论；第三部分主要介绍联社的绩效考评体系现状及针对绩效考评过程中的问题进行分析；第四部分主要是对广安区联社的绩效考核方案进行优化,优化方案分为对部门考核和对个人考核两个部分；第五部分主要是探讨广安区联社绩效考核的实施与评价。本研究为广安区农村联社建立起了相对完善的绩效考核体系,改变了过去只考核到机构未考核到员工个人的现实,本绩效考核体系既考核了部门也考核到员工个人,对员工起到充分的激励作用,这为加强广安区联社的人力资源管理奠定了坚实的基础。
[Abstract]:Since the reform and opening up, the rural credit cooperatives of our country have got considerable development. As one of the local financial institutions, the rural credit cooperatives assume the important function of serving the "three rural areas" and financing the "agriculture, countryside and farmers". It plays a very important role in supporting the development of rural economy. In the underdeveloped areas of southwest China, credit cooperatives have become the main force of rural finance. However, under the new situation, the further development of rural credit cooperatives is seriously hindered by the imperfection of human resource management system. As the core content of human resource management system, performance appraisal is also the weakest link of human resource management in rural credit cooperatives. It has not only failed to effectively motivate employees to make mistakes in decision-making, but also dampened the enthusiasm of employees. It has had a very bad effect on the development of credit cooperatives. This study takes Guangan Rural Credit Cooperation Association (hereinafter referred to as Guang'an Lian Society) as a case study, according to the relevant theory of performance appraisal, the performance appraisal system of Guangan District Lian Association is systematically analyzed. On the basis of summing up the advantages of the current performance appraisal, this paper puts forward some shortcomings, such as the lack of foresight of the assessment index, the lack of integrity of the appraisal system, the lack of incentive of the examination result, the lack of objectivity of the assessment standard, and so on. This study aims at these problems and optimizes the performance appraisal system according to the actual situation of Guang'an Rural Credit Cooperation Association. This paper is divided into six parts, the first and second part mainly discusses the research background, research significance, research content, research methods and related theories; The third part mainly introduces the current situation of the performance appraisal system of Lianhe Association and analyzes the problems in the process of performance appraisal. The fifth part mainly discusses the implementation and evaluation of the performance appraisal of Guang'an Lien Society. This study has established a relatively perfect performance appraisal system for Guang'an Rural Lien Society, which has changed the reality that only organizations have not been assessed to employees in the past. This performance appraisal system not only assesses the departments but also the individual employees. It provides a solid foundation for strengthening the management of human resources of Guang'an District.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.35

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