中国银行NH支行客户经理绩效考评体系优化

发布时间：2018-06-14 16:28

本文选题：商业银行 + 企业战略　；参考：《武汉工程大学》2015年硕士论文

【摘要】：国家的国有商业银行是国家金融支柱,在一个国家的金融体系当中有着举足轻重的作用。中国银行是我国的五大国有商业银行之一,伴随着世界经济一体化的形势,自2001年中国加入WTO后,国内国际经济的金融形势不断发生改变,它在维护金融稳定的方面也发挥着越来越重要的作用,同时对分支机构的履职能力也提出了越来越高的要求。此外,近年来股份制银行在中国发展极其迅速,城市商业银行正迅速崛起,银行与银行之间经营内容和业务相似,所以导致了银行间激烈的竞争。以上因素均使中国银行在提高银行利润的方法上需要保持高度的先进性和创新性,其中对于员工的绩效考评就是其中一个工作重点。近几年来,中国银行总行也在积极寻找绩效考评的新方法、新途径,来构建全面合理的绩效考评体制。但中国银行在绩效考评方面还有存在不足的地方,如:考评指标缺少合理性的设置、考评方法可操作性差、目标相对不明确、考评结果和反馈不够充分等;使中国银行员工人力资源的潜能和优势不能得到充分的发挥。本文通过对中国银行NH支行的研究,通过探寻该行在绩效考评体系中存在的缺陷,回顾现代绩效考评理论,参考国内外部分银行绩效考评成功的经验,分析其绩效考评模式,指出其中存在的不足,同时剖析存在问题,寻找深层次的原因。再针对中国银行NH支行现有绩效考评体系中存在的四个主要问题:一是中国银行NH支行的战略目标与绩效考评目标脱节;二是忽视了非财务因素的考评,过分注重财务指标的考察;三是只重视眼前的短期指标的完成数额,忽视了银行的长期发展;四是绩效考评结果沟通渠道不畅。本文基于平衡计分卡的绩效考评体系设计步骤,从绩效考评组织机构的建设、考评实施程序的制定、考评结果反馈等方面进行了改革,完善了现有绩效考评体制里存在的不足之处,为该行绩效考评体系的进一步优化提出有效有力的措施。最后,论述了平衡计分卡在中国银行NH支行实施的过程中应注意的问题,并对实施平衡计分卡绩效考评体系应用的前景作了思考与展望。
[Abstract]:State-owned commercial banks are the backbone of national finance and play an important role in a country's financial system. The Bank of China is one of the five largest state-owned commercial banks in China. With the situation of economic integration in the world, the financial situation of the domestic and international economy has been constantly changing since China joined the WTO in 2001. It also plays a more and more important role in maintaining financial stability and puts forward higher and higher demands on the ability of branches to carry out their duties. In addition, joint-stock banks are developing rapidly in China in recent years, and city commercial banks are rising rapidly. The business content and business between banks and banks are similar, which leads to fierce competition among banks. All these factors make Bank of China need to maintain a high degree of progressiveness and innovation in improving bank profits, among which the performance evaluation of employees is one of the key points. In recent years, Bank of China headquarters has been actively looking for new methods and ways to build a comprehensive and reasonable performance appraisal system. However, there are still some shortcomings in the performance appraisal of Bank of China, such as: the lack of reasonable setting of the evaluation index, the poor operability of the evaluation method, the relatively unclear target, the insufficient evaluation results and feedback, etc. So that the potential and advantages of human resources of Bank of China staff can not be given full play. Based on the study of NH branch of Bank of China, this paper reviews the modern theory of performance appraisal, and analyses its performance appraisal mode by exploring the defects in the performance appraisal system of the bank, referring to the successful experience of some banks at home and abroad. At the same time, it analyzes the existing problems and finds out the deep reasons. There are four main problems in the current performance appraisal system of the NH branch of Bank of China: first, the strategic objective of the NH branch of Bank of China is out of touch with the performance appraisal goal, the other is ignoring the appraisal of non-financial factors. Pay too much attention to the investigation of financial indicators; third, only pay attention to the immediate short-term indicators of completion, ignoring the long-term development of the bank; fourth, the results of performance evaluation communication channels are not smooth. Based on the design steps of the performance evaluation system based on the balanced scorecard, this paper has carried out the reform from the aspects of the construction of the performance appraisal organization, the establishment of the evaluation implementation procedure, the feedback of the evaluation results, etc. The shortcomings of the existing performance appraisal system are improved and effective measures are put forward for the further optimization of the performance appraisal system of the bank. Finally, the paper discusses the problems that should be paid attention to in the implementation of the balanced Scorecard in NH Branch of Bank of China, and gives some thoughts and prospects for the application of the performance evaluation system of the balanced Scorecard.
【学位授予单位】：武汉工程大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F832.33

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