扬州工行W支行员工绩效考核体系改进研究

发布时间：2018-01-21 09:26

  本文关键词： 商业银行 员工绩效考核 关键指标考核法 360度考核法　出处：《扬州大学》2017年硕士论文　论文类型：学位论文

【摘要】：近年来,我国经济增速放缓,金融业的全球化进程不断加快,银行利差收窄,资金“脱媒”加速,互联网金融不断冲击,金融行业竞争愈发激烈。工商银行作为国有四大银行之一,要想在激烈的市场竞争环境中发展,需要加强企业管理。人力资源管理是企业管理的重要组成部分之一,通过发挥好人力资源的优势来获得竞争力成为各家银行所重视的问题。作为获取商业银行竞争优势的绩效管理已经被越来越多的商业银行所看重。商业银行的绩效管理体系是一个有机的系统,绩效考核在其中发挥着十分关键的作用。通过建立有效的员工绩效考核体系,可以使银行充分的发挥出人力资源方面的优势,为银行在激烈的竞争中的业务发展提供保障。因此,本文以扬州工行W支行为研究对象,结合自身实际工作中遇到的问题,对扬州工行W支行员工绩效考核体系进行研究,提出方案,具有实践性和针对性的指导意义,并对兄弟行和同业具有较强的借鉴参考意义。本文在对企业员工绩效考核文献进行回顾的基础上,采用归纳与演绎相结合分析法、定量与定性相结合分析法、对比分析法等方法,通过从基本绩效、专项奖励绩效、业务量绩效等三方面对该支行基本情况及考核状况的分析,发现了该支行员工绩效考核过程中在存在的问题,主要包括基本绩效的系数设置不灵活,指标制定缺乏全面性、长期性、科学性;专项奖励绩效制度繁、扣罚比例不合理;绩效结果反馈不完善;对上级行直通式考核的客户经理把控度不足等问题。经过分析,笔者采用关键绩效指标法、360度考核法、PDCA循环法等理论基础对扬州工行W支行员工绩效考核体系进行了改进,主要体现在对基本绩效系数修正、指标项修正、指标值修正;专项奖励绩效制度改进、奖罚比例设置上下限;运用PDCA循环法改进绩效考核流程;完善绩效考核组织体系;运用360度考核法对上级行直通式考核的客户经理进行考核。最后,本文就该支行绩效考核体系的实施中应有的组织体系、可能会遇到的难点及对策进行详细阐述和深入分析,为类似性质银行的绩效考核体系构建提供了一定的参考。
[Abstract]:In recent years, China's economic growth rate has slowed, the globalization of the financial industry has been accelerating, the bank interest rate gap has narrowed, the capital "disintermediation" has been accelerated, and the Internet finance is constantly impacting. As one of the four state-owned banks, ICBC wants to develop in the fierce market competition environment. Human resource management is one of the important parts of enterprise management. It has become an important issue for each bank to gain competitiveness by exerting the advantages of human resources. Performance management as a competitive advantage of commercial banks has been valued by more and more commercial banks. The performance of commercial banks has been valued by more and more commercial banks. The effective management system is an organic system. Performance appraisal plays a key role in it. Through the establishment of an effective employee performance appraisal system, banks can give full play to the advantages of human resources. Therefore, this paper focuses on the research object of Yangzhou Industrial and Commercial Bank of China (Yangzhou Industrial and Commercial Bank of China), combined with the problems encountered in the actual work of Yangzhou Industrial and Commercial Bank of China. This paper studies the performance appraisal system of W branch of Yangzhou Industrial and Commercial Bank of China, and puts forward the plan, which has practical and targeted guiding significance. On the basis of reviewing the literature of employee performance appraisal, this paper adopts the combination of inductive and deductive analysis, quantitative and qualitative analysis. Comparative analysis and other methods, from the basic performance, special reward performance, volume of business performance of the three aspects of the basic situation and evaluation of the analysis. Found the existing problems in the process of employee performance appraisal, including the basic performance of the coefficient set is not flexible, lack of comprehensive indicators, long-term, scientific; The special reward performance system is complicated and the proportion of penalty deduction is unreasonable; The feedback of performance result is not perfect; Through the analysis, the author adopts the key performance index method and 360 degree assessment method. The performance evaluation system of W branch of Yangzhou Industrial and Commercial Bank of China has been improved on the basis of PDCA cycle method, which is mainly reflected in the revision of basic performance coefficient, the revision of index item and the revision of index value. The special reward performance system is improved and the ratio of reward and penalty is set up at the upper and lower limits; Using PDCA cycle method to improve the performance appraisal process; Perfecting the organizational system of performance appraisal; The 360-degree appraisal method is used to assess the customer managers in the direct mode. Finally, this paper discusses the organizational system in the implementation of the performance appraisal system of the branch bank. The difficulties and countermeasures may be discussed and analyzed in detail, which provides a certain reference for the construction of the performance appraisal system of banks of similar nature.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33
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本文编号：1451102