中原银行员工绩效考核现状与优化设计

发布时间：2018-04-02 11:31

本文选题：中原银行　切入点：绩效考核　出处：《新疆大学》2017年硕士论文

【摘要】：由于商业银行数量的不断增加,而金融市场规模总是有限的,导致金融机构之间的竞争日益激烈。金融市场之间的竞争激烈的根源是人才之间的竞争,因此,如何挖掘与利用人力资源,并金融市场中占据一席之地,是当前各商业银行所面临的最现实的问题。人才资源即是是商业银行未来发展的最重要的人才储备资源之一,人才资源也是提升商业银行核心竞争力的重要手段,绩效考核是现代的人力资源管理机制中的最为重要的组成部分,而如何最大程度地发掘人才资源潜力,显然需要选择合理的绩效考核管理办法,科学高效的绩效评价体系。从绩效考核的内涵来看,它是指通过对企业不同机构及部门的员工绩效进行评定的过程,根据绩效考核的结果给予员工相应的奖励或惩罚,从而激励员工不断提升工作能力,最终带动企业整体工作效率的提升,帮助企业实现发展,完成企业目标。在此背景下,本文通过人力资源部分网上调查及根据对中原银行分支行领导人员面对面访谈的形式对中原银行员工绩效考核的现状,从考核指标设计、考核过程控制、考核等级评定、考核结果使用等方面,对中原银行当前考核体系存在的问题进行分析,分析结果认中原银行作为新合并成立的银行,总体来说,存在以下几个方面问题;考核指标设计针对性不强、指标设计缺乏科学依据、考核管理制度存在较大弊端、绩效考核结果反馈信息机制不足、基层管理者对绩效考核缺乏执行力以及考核过程控制不足。因此,本文根据当前中原银行绩效考核方面存在的问题提出优化设计具体原则,绩效考核实施具体实施办法。并且针对不同岗位人员提出应该变以往以“绩”为主绩效考核指标,优化绩效考核兼顾个人业绩、品德、能力、劳动纪律等方面,设计针对不同岗位人员的具体考核表。提出绩效考核管理的持续保障措施应包括;落实组织保障机制、强化过程管理、落实主体责任保障及绩效沟通保障。最后根据结论,并对中原银行优化后绩效考核提出一些保障措施。
[Abstract]:Due to the increasing number of commercial banks and the limited scale of financial market, the competition among financial institutions is increasingly fierce. The source of the fierce competition among financial markets is the competition between talents. How to excavate and utilize human resources and occupy a place in the financial market is the most realistic problem faced by commercial banks at present. Talent resource is one of the most important talent reserve resources for the future development of commercial banks. Human resources is also an important means to enhance the core competitiveness of commercial banks. Performance appraisal is the most important part of the modern human resources management mechanism, and how to maximize the potential of human resources, Obviously, it is necessary to choose a reasonable management method of performance appraisal and a scientific and efficient performance evaluation system. From the connotation of performance appraisal, it refers to the process of evaluating the performance of employees in different organizations and departments of an enterprise. According to the result of performance appraisal, the employees should be rewarded or punished accordingly, so as to encourage the employees to continuously improve their working ability, ultimately to promote the overall work efficiency of the enterprise, to help the enterprise to achieve its development and to complete the enterprise's goal. This article through the human resources partial on-line investigation and according to the central plain bank branch leader face-to-face interview form to the Central Plains bank staff performance appraisal present situation, from the examination index design, the appraisal process control, the appraisal grade appraisal, This paper analyzes the problems existing in the current appraisal system of the Central Plains Bank in terms of the use of the assessment results, and the results show that the Central Plains Bank, as a newly merged bank, has the following problems as a whole; The design of the assessment index is not targeted, the index design lacks the scientific basis, the evaluation management system has some disadvantages, and the feedback information mechanism of the performance appraisal result is insufficient. The grass-roots managers lack executive power and lack of control over the performance appraisal process. Therefore, according to the problems existing in the performance appraisal of the Central Plains Bank, this paper puts forward the specific principles of optimization design. Implementation of specific measures for performance appraisal. In view of different post personnel, it is proposed that the performance appraisal should be changed from the past to "achievement" as the main performance appraisal index, and the optimization of performance appraisal should take into account aspects such as personal performance, moral character, ability, labor discipline, and so on. Design the concrete appraisal form for different post personnel. Put forward the continuous safeguard measures of performance appraisal management should include: implement organization guarantee mechanism, strengthen process management, implement main body responsibility guarantee and performance communication guarantee. Finally, according to the conclusion, And the Central Plains Bank after the optimization of performance appraisal put forward some safeguard measures.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

【参考文献】