ZCGD银行员工绩效考核体系优化研究
发布时间：2019-04-30 15:07
【摘要】：随着我国市场经济改革的深入发展,金融体制改革也在不断深化,金融环境日趋复杂多变,对于ZCGD银行来说,同行业竞争日益激烈,前有五大国有商业银行和外资银行的堵截,后有ZC地区农村商业银行的围追,以ZCGD银行为代表的股份银行不仅要图生存,而且要谋发展。为此,ZCGD银行必须清醒的认识到自身的优势和不足,根据目前形势制定出适合自身的发展战略,并将发展战略落实到具体的行动目标中,这就对ZCGD银行的绩效考核体系提出了较高的要求。本人通过在ZCGD银行工作,对其人力资源管理尤其是员工绩效考核,有一定的认识,因此本人结合在校期间所学的相关理论知识,在导师指导下,以文献研究、调查研究、层次分析法等方法,对ZCGD银行绩效考核的现状进行深入研究,为其构建科学的员工绩效考核体系,保障银行长远发展。根剧本文研究需要,文章一共分为六个主要部分:第一部分是引言,主要对本文研究的背景和意义,研究的目的和研究方法以及研究的技术路线和本文研究的创新点进行了深入研究,对相关文献进行了综述,为论文写作提供了写作基础。第二部分是相关理论基础,本章对绩效及绩效考核理论,主要绩效考核方法以及国内外研究文献进行了深入研究,以期为本文研究奠定理论基础。第三部分是ZCGD银行员工绩效考核现状分析,主要ZCGD银行的概况、绩效考核的现状,以及绩效考核存在的问题及原因进行分析,从而为下文绩效考核体系的构建提供现实依据。第四部分是ZCGD中针对工作人员的绩效考核系统优化。首先对建立绩效考核系统所想要达到的目标和遵循的原则进行了明晰,然后利用平衡计分卡法关于绩效考核标准的4个角度,再提取其中的KPI,在此基础上确定了具体的绩效考核指标,而后利用层次分析法,确定了具体指标的权重,并确定了考核的周期和对象,从而为其建立起了员工的绩效考核体系。第五部分是ZCGD银行员工绩效考核体系的应用与保障,一方面确定了考核结果对于员工薪资调整、职业生涯规划、职务调整的应用。另一方面,确定了加强绩效考核组织领导、做好绩效考核相关保障、加强绩效考核知识培训、强化考核结果沟通反馈、合理应用绩效考核结果等几个方面的保障措施,保障其顺利实施。第六部分是本文的结论与不足之处。
[Abstract]:With the deepening development of China's market economy reform, the reform of the financial system is deepening, and the financial environment is becoming more and more complex and changeable. For ZCGD banks, competition in the same industry is increasingly fierce, and there were five major state-owned commercial banks and foreign banks blocking before. After the encirclement of rural commercial banks in ZC area, the stock banks represented by ZCGD banks not only want to survive, but also seek development. For this reason, ZCGD Bank must be aware of its own advantages and disadvantages, formulate a suitable development strategy according to the current situation, and implement the development strategy into specific action objectives. This puts forward a higher requirement to the performance appraisal system of ZCGD bank. Through working in ZCGD Bank, I have a certain understanding of its human resources management, especially its staff performance appraisal. Therefore, combining with the relevant theoretical knowledge I have learned during the school, under the guidance of my mentor, I have conducted literature research, investigated and studied, In order to ensure the long-term development of the bank, this paper makes a deep research on the present situation of the performance appraisal of the ZCGD bank by means of analytic hierarchy process (AHP), and constructs a scientific staff performance appraisal system for the bank. The paper is divided into six main parts: the first part is the introduction, mainly to the background and significance of this study. The purpose and method of the research, the technical route of the research and the innovation of this paper are deeply studied, and the related literatures are reviewed, which provides the basis for the writing of the thesis. The second part is related theoretical foundation, this chapter has carried on the in-depth research to the performance and the performance appraisal theory, the main performance appraisal method and the domestic and foreign research literature, in order to lay the theoretical foundation for this research. The third part is the analysis of the current situation of the ZCGD bank staff performance appraisal, the general situation of the main ZCGD banks, the status quo of the performance appraisal, as well as the existing problems and the reasons of the performance appraisal, so as to provide a realistic basis for the construction of the following performance appraisal system. The fourth part is the optimization of performance appraisal system for staff in ZCGD. This paper firstly clarifies the goal and principle of establishing the performance appraisal system, and then extracts the KPI, from the four angles of the balanced scorecard method about the performance appraisal standard. On this basis, the concrete performance appraisal index is determined, and then the weight of the specific index is determined by the analytic hierarchy process (AHP), and the period and object of the assessment are determined, thus the staff performance appraisal system is established for it. The fifth part is the application and guarantee of the ZCGD bank employee performance appraisal system, on the one hand, it determines the application of the appraisal result to the employee salary adjustment, the career planning, the job adjustment. On the other hand, the measures to strengthen the organizational leadership of performance appraisal, to ensure the related guarantee of performance appraisal, to strengthen the training of knowledge of performance appraisal, to strengthen the communication and feedback of evaluation results, and to apply the results of performance appraisal reasonably, etc. To ensure its smooth implementation. The sixth part is the conclusion and deficiency of this paper.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33
本文编号：2468840
[Abstract]:With the deepening development of China's market economy reform, the reform of the financial system is deepening, and the financial environment is becoming more and more complex and changeable. For ZCGD banks, competition in the same industry is increasingly fierce, and there were five major state-owned commercial banks and foreign banks blocking before. After the encirclement of rural commercial banks in ZC area, the stock banks represented by ZCGD banks not only want to survive, but also seek development. For this reason, ZCGD Bank must be aware of its own advantages and disadvantages, formulate a suitable development strategy according to the current situation, and implement the development strategy into specific action objectives. This puts forward a higher requirement to the performance appraisal system of ZCGD bank. Through working in ZCGD Bank, I have a certain understanding of its human resources management, especially its staff performance appraisal. Therefore, combining with the relevant theoretical knowledge I have learned during the school, under the guidance of my mentor, I have conducted literature research, investigated and studied, In order to ensure the long-term development of the bank, this paper makes a deep research on the present situation of the performance appraisal of the ZCGD bank by means of analytic hierarchy process (AHP), and constructs a scientific staff performance appraisal system for the bank. The paper is divided into six main parts: the first part is the introduction, mainly to the background and significance of this study. The purpose and method of the research, the technical route of the research and the innovation of this paper are deeply studied, and the related literatures are reviewed, which provides the basis for the writing of the thesis. The second part is related theoretical foundation, this chapter has carried on the in-depth research to the performance and the performance appraisal theory, the main performance appraisal method and the domestic and foreign research literature, in order to lay the theoretical foundation for this research. The third part is the analysis of the current situation of the ZCGD bank staff performance appraisal, the general situation of the main ZCGD banks, the status quo of the performance appraisal, as well as the existing problems and the reasons of the performance appraisal, so as to provide a realistic basis for the construction of the following performance appraisal system. The fourth part is the optimization of performance appraisal system for staff in ZCGD. This paper firstly clarifies the goal and principle of establishing the performance appraisal system, and then extracts the KPI, from the four angles of the balanced scorecard method about the performance appraisal standard. On this basis, the concrete performance appraisal index is determined, and then the weight of the specific index is determined by the analytic hierarchy process (AHP), and the period and object of the assessment are determined, thus the staff performance appraisal system is established for it. The fifth part is the application and guarantee of the ZCGD bank employee performance appraisal system, on the one hand, it determines the application of the appraisal result to the employee salary adjustment, the career planning, the job adjustment. On the other hand, the measures to strengthen the organizational leadership of performance appraisal, to ensure the related guarantee of performance appraisal, to strengthen the training of knowledge of performance appraisal, to strengthen the communication and feedback of evaluation results, and to apply the results of performance appraisal reasonably, etc. To ensure its smooth implementation. The sixth part is the conclusion and deficiency of this paper.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33
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