QD农商银行绩效管理体系优化研究

发布时间：2018-05-06 00:01

本文选题：平衡计分卡 + 绩效管理体系　；参考：《西安建筑科技大学》2017年硕士论文

【摘要】：在金融改革持续进行以及市场竞争愈发激烈的背景下,我国商业银行开始转变经营模式,着手发展规模经济和产品范围经济,研发多种收费类产品,开展多种营销策略以及加强组织等方向发展。然而,由于各种原因,我国商业银行的岗位设置太过复杂,无法区分各岗位核心职责;岗位定编、定级没有统一机制,机关管理人员冗杂;同时,在同一个银行里存在着多套绩效考核体系,管理机制不完善,配套措施跟不上,职工缺乏工作绩效意识,管理者与普通职工之间缺乏有效沟通等,导致绩效管理的最终效果无法达到预期目标,甚至差距很大,从而也就发挥不了对职工的激励作用。因此,在这个大背景下,我国的商业银行必须主动对组织战略目标进行调整,对绩效管理体系进行完善,提高商业银行的服务水平,更加关注职工的个人职业生涯规划和发展;另外,绩效管理体系要更加注重组织发展战略,务必把组织、部门和个人的绩效联系起来,完成组织的战略目标,制定绩效考核指标需要同时考虑组织长远和短期利益。通过对QD农商银行现有绩效管理体系进行研究,运用相关理论全面地分析了QD农商银行在绩效管理体系方面的不足,然后从绩效管理目标体系、绩效管理过程体系、绩效管理制度体系、绩效管理组织保证体系等方面,优化设计了QD农商银行的绩效管理体系,并对该绩效管理体系的应用进行了说明。最后,提出了完善商业银行绩效管理体系的对策与建议。
[Abstract]:In the context of the continued financial reform and the increasingly fierce market competition, China's commercial banks have begun to change their business models, develop economies of scale and product scope, develop a variety of toll products, carry out a variety of marketing strategies and strengthen organizations. However, for various reasons, the post of commercial banks in China It is too complicated to distinguish the core responsibilities of various posts; there is no unified mechanism for the post editing and grading, and the administrative staff are miscellaneous. At the same time, there are many sets of performance appraisal systems in the same bank, the management mechanism is not perfect, the supporting measures can not follow, the workers are lack of work performance awareness, and there is a lack of effective ditch between the managers and the ordinary workers. The final effect of performance management can not reach the expected goal, even the gap is very large, so it can not play an incentive to the staff. Therefore, in this big background, China's commercial banks must actively adjust the strategic objectives of the organization, improve the performance management system and improve the service level of commercial banks. More attention is paid to the personal career planning and development of the staff and workers. In addition, the performance management system should pay more attention to the organizational development strategy, be sure to link the organizational, departmental and individual performance, complete the organizational strategic objectives, and make the performance assessment indicators to consider both the long-term and short-term interests of the organization and through the existing achievements of the QD agricultural and commercial bank. The effect management system is studied, and the deficiencies of QD agricultural commercial bank in the performance management system are comprehensively analyzed with related theories. Then, the performance management system of QD agro commercial bank is designed and designed from the aspects of performance management target system, performance management process system, performance management system system, performance management organization guarantee system and so on. The application of the performance management system is explained. Finally, countermeasures and suggestions for improving the performance management system of commercial banks are put forward.

【学位授予单位】：西安建筑科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

【参考文献】