中行胶南支行员工绩效管理体系优化研究

发布时间：2018-06-15 23:23

本文选题：中行 + 胶南支行　；参考：《兰州理工大学》2017年硕士论文

【摘要】：商业银行之间竞争日趋激烈,越来越多的银行认识到,只有充分发掘人力资源的作用,打造可持续发展的源动力,才能在残酷的市场竞争中立于不败之地。在这种形势下,为充分发掘员工潜能,并将其转化为企业战略优势,绩效管理逐渐成为银行经营管理的有效手段和基础保障,其重要性日益凸现。本文旨在通过对中行胶南支行员工绩效管理的现实状况进行深入地分析和研究,发现并找出该行在员工绩效管理工作中存在的问题,进而提出解决措施与优化方案,从而有效改善该行的员工绩效管理工作,充分激发员工工作的积极性和主动性,促进银行经营管理目标的实现。本文首先介绍了国内外学者关于绩效管理理论的研究现状和基础知识;然后,通过调查研究法对中行胶南支行人力资源状况和员工绩效管理的现状进行了深入分析,找出了该行目前在员工绩效管理工作中存在的突出问题;最后,在做好员工考核序列分类、绩效指标及权重设定等准备工作的基础上,从绩效目标与计划、绩效辅导与沟通、绩效考核与反馈、绩效结果与运用等四个环节入手,综合运用目标管理法、关键绩效指标法、平衡计分卡法、360度反馈评价法等多种绩效管理方法的优点,对该行员工绩效管理体系进行了优化;并重点对如何结合员工岗位特点及核心职能、合理确定员工绩效指标及目标计划,实施多样化、差异化的员工绩效考核方法,采取形式多样的绩效辅导与沟通,加强对员工绩效考核结果的多元化运用,建立更加科学合理、清晰有效的员工绩效管理体系等内容进行了详细阐述。
[Abstract]:The competition between commercial banks is becoming more and more fierce. More and more banks realize that only by fully exploring the role of human resources and creating the source of sustainable development can they be invincible in the cruel market competition. In this situation, in order to fully explore the potential of employees and turn it into strategic advantages of enterprises, performance management has gradually become an effective means and basic protection of bank management, and its importance is becoming increasingly prominent. The purpose of this paper is to analyze and study the actual situation of employee performance management in Jiaonan Branch of Bank of China, find out the problems existing in the performance management of the Bank of China, and then put forward the solution and optimization scheme. In order to effectively improve the performance management of the bank, fully stimulate the enthusiasm and initiative of the staff, and promote the realization of the objectives of bank management. This paper first introduces the research status and basic knowledge of the theory of performance management at home and abroad, and then, through the investigation and research method, analyzes the current situation of human resources and employee performance management in Jiaonan Branch of Bank of China. Finally, on the basis of the preparation work of employee appraisal sequence classification, performance index and weight setting, from the performance goal and plan, performance guidance and communication, the paper finds out the outstanding problems existing in the staff performance management work of the bank at present, and finally, on the basis of the preparation work of the employee appraisal sequence classification, the performance index and the weight setting, etc. Performance evaluation and feedback, performance results and application of the four links, comprehensive use of objective management method, key performance indicators method, balanced scorecard method and 360 degree feedback evaluation of the advantages of performance management methods. This paper optimizes the performance management system of the bank, and focuses on how to reasonably determine the employee performance index and target plan, and how to carry out the diversified and differentiated employee performance appraisal method, combining with the staff post characteristics and core functions, and how to reasonably determine the employee performance index and target plan. Taking various forms of performance guidance and communication, strengthening the diversified application of employee performance appraisal results, establishing a more scientific, reasonable, clear and effective employee performance management system and other contents are elaborated in detail.
【学位授予单位】：兰州理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33

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