农发行辽宁省分行县支行员工绩效考核方案设计
发布时间：2018-12-31 16:00
【摘要】：随着全球经济一体化进程的快速发展,我国金融业面临着巨大的挑战。为了生存、发展,金融业就必须根据自身的实际情况,制定出切实可行的发展战略。在众多战略组成中,战略是核心就是人力资源管理,人力资源管理已经上升到主导地位,成为现代金融企业管理的中心和重点。 员工绩效考核管理作为人力资源管理的核心内容,它日益受到人们的普遍重视,毅然成为金融企业实现自身整体目标的一项十分重要的管理活动。当员工绩效考核管理工作与企业其它管理手段有机结合起来时,就可以完成企业年度生产经营任务,进而实现企业长期发展战略目标。 本文以中国农业发展银行(以下简称农发行)辽宁省分行基层行员工绩效考评管理工作为研究对象,归纳整理了现行绩效考评主要理论,并通过问卷调研和访谈基础上,找出了县支行在实施员工绩效考评中存在的问题、原因并进行了分析,在充分营造积极的绩效考核环境基础上,运用最新绩效考核理论,结合企业经营管理目标,重新对绩效考核方案进行了再设计,并将结果与员工薪酬、员工培训、职业发展等结合起来,有利于发挥绩效管理的积极作用,实现县支行经营发展目标。 论文共分为五个部分,首先是绪论部分。着重分析了本专题研究的背景、目的意义、内容及方法；第一部分为绩效考核理论与依据。第二部分是绩效考核现状,主要针对农发行辽宁省分行基层行员工绩效考核现状进行了阐述；第三部分是目前绩效考核存在问题及原因分析。主要目前基层行开展员工绩效考核存在的问题及问题产生的原因进行了分析；第四部分是着重介绍绩效考核方案设计。设计一套紧密结合支行经营管理目标及员工实际状况的员工绩效考核方案；第五部分是员工绩效考核指标实施的保障。着重介绍方案在实施中应提供的各种保障措施；最后一部分是结束语。
[Abstract]:With the rapid development of global economic integration, China's financial industry is facing enormous challenges. In order to survive and develop, the financial industry must formulate a feasible development strategy according to its own actual situation. Among the many strategic components, the core of strategy is human resource management, which has risen to a leading position and become the center and focus of modern financial enterprise management. As the core content of human resource management, employee performance appraisal management has been paid more and more attention by people, and it has become a very important management activity for financial enterprises to realize their overall goal. When the employee performance appraisal and management work are combined with other management means, the annual production and management task of the enterprise can be completed, and then the long-term development strategic goal of the enterprise can be realized. In this paper, the main theories of performance appraisal in Liaoning province branch of Agricultural Development Bank of China (ABC) are summarized and sorted out, and based on questionnaire investigation and interview, This paper finds out the problems existing in the implementation of employee performance appraisal by county branch, and analyzes the reasons. On the basis of fully creating a positive performance appraisal environment, the author applies the latest performance appraisal theory and combines the enterprise management objectives. This paper redesigns the performance appraisal scheme and combines the results with employee compensation staff training and career development so as to bring into play the positive role of performance management and realize the goal of management and development of county branch. The paper is divided into five parts, the first part is the introduction. The background, purpose, content and method of this research are analyzed. The first part is the theory and basis of performance appraisal. The second part is the status quo of performance appraisal, mainly aimed at the status quo of performance appraisal of grass-roots bank staff in Liaoning province branch of Agricultural Development Bank; the third part is the existing problems and reasons of performance appraisal. At present, the problems and the causes of the problems are analyzed. The fourth part focuses on the design of performance appraisal scheme. Design a set of staff performance appraisal scheme which is closely combined with the management objectives of the branch bank and the actual situation of the staff; the fifth part is the implementation of employee performance evaluation index protection. The last part is the conclusion.
【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;F832.33
本文编号：2396809
[Abstract]:With the rapid development of global economic integration, China's financial industry is facing enormous challenges. In order to survive and develop, the financial industry must formulate a feasible development strategy according to its own actual situation. Among the many strategic components, the core of strategy is human resource management, which has risen to a leading position and become the center and focus of modern financial enterprise management. As the core content of human resource management, employee performance appraisal management has been paid more and more attention by people, and it has become a very important management activity for financial enterprises to realize their overall goal. When the employee performance appraisal and management work are combined with other management means, the annual production and management task of the enterprise can be completed, and then the long-term development strategic goal of the enterprise can be realized. In this paper, the main theories of performance appraisal in Liaoning province branch of Agricultural Development Bank of China (ABC) are summarized and sorted out, and based on questionnaire investigation and interview, This paper finds out the problems existing in the implementation of employee performance appraisal by county branch, and analyzes the reasons. On the basis of fully creating a positive performance appraisal environment, the author applies the latest performance appraisal theory and combines the enterprise management objectives. This paper redesigns the performance appraisal scheme and combines the results with employee compensation staff training and career development so as to bring into play the positive role of performance management and realize the goal of management and development of county branch. The paper is divided into five parts, the first part is the introduction. The background, purpose, content and method of this research are analyzed. The first part is the theory and basis of performance appraisal. The second part is the status quo of performance appraisal, mainly aimed at the status quo of performance appraisal of grass-roots bank staff in Liaoning province branch of Agricultural Development Bank; the third part is the existing problems and reasons of performance appraisal. At present, the problems and the causes of the problems are analyzed. The fourth part focuses on the design of performance appraisal scheme. Design a set of staff performance appraisal scheme which is closely combined with the management objectives of the branch bank and the actual situation of the staff; the fifth part is the implementation of employee performance evaluation index protection. The last part is the conclusion.
【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;F832.33
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