HC银行绩效考核方案优化设计

发布时间：2018-02-01 11:50

本文关键词： 商业银行绩效考核指标体系　出处：《河北经贸大学》2014年硕士论文　论文类型：学位论文

【摘要】：近年来，伴随着金融危机的远去，国际国内银行业开始了重新洗牌，竞争力度不断加大，部分银行没有经受住危机的考验，被市场所淘汰，有的银行抓住了机会，大刀阔斧的进行了改革，在激烈的行业竞争中抢占两一席之地。中国银行业经受住了考验，充分利用自身优势，不断加快改革步伐，国有骨干大型银行全部完成股改，顺利上市，全国性股份制银行抓住历史发展机遇，迅速在空白地区布局，地方性中小银行也不甘落后，大跨步发展。HC银行是中国城市银行近年来发展变革的一个缩影，在享受金融改革成果的同时，必须要注意到自身的内生动力不足，核心竞争力还比较弱，要想实现可持续发展，必须抢占人力资源开发与管理的制高点，而人才开发利用所得核心环节就是必须建立健全科学合理高效的绩效考核制度[3]。在本文中，笔者通过采用理论分析与借鉴、实证调查与比较研究、归纳总结与实例分析等方法确立了HC银行绩效考核制度研究的架构。首先，笔者对绩效考核的基础理论进行认真研究，从中提炼出了绩效考核包含的主要内容、分类，并对现代企业常用的关键指标法、平衡记分卡、目标管理法等绩效考核方法进行了深入分析，研究了每种方法的特征、适用对象、优缺点等，，以期从中找出最贴合HC银行绩效考核实际的工具，为优化设计HC银行考核方案提供了理论基础。其次，深入研究了国内外商业银行在绩效考核方面的具体实践和特点，通过分析国外先进银行绩效考核先进实践经验和国内银行在此方面的差异，得出了几点有益的启示，为优化设计HC银行方案提供了实证参考。再次，对HC银行进入了整体研究，明晰了该行基本行情、业务范围、组织架构和人员结构，阐述了HC银行从建立到现在各个阶段的绩效考核情况，针对HC银行绩效考核实际情况，归纳总结了现在执行过程中存在的一些突出性的问题，并对这些问题进行了深入分析。笔者结合绩效考核理论基础，抓住矛盾的主要环节和关键点，有效运用多种考核工具对该行绩效考核方案进行了优化设计。优化方案中采用了差异化设计理念，提出了考核必须遵守的原则，贴合的考核思路及科学合理的各类考核指标及分配权重，明确了考核流程和考核周期。优化后的考核方案基本能够覆盖到HC银行各类岗位和员工，考核结果更加公平公正合理，充分体现了按劳分配、以绩取酬的考核目标，对员工工作主动性和积极性能起到更大的促进作用。为使优化后的考核制度能够被有效贯彻执行，笔者根据实际，提出了几条和新方案配套执行的保障性条款，基本上形成了一套较为完整的绩效考核体系。 HC银行作为地方性法人银行，和很多中小银行有相似之处，希望本成果能对类似机构起到一些指导和借鉴作用，通过完善绩效考核制度来推动银行业的发展，切实实现合规经营,有效履行社会责任，为地方经济发展提供更好的金融服务和支持。
[Abstract]:In recent years, with the receding of the financial crisis, international and domestic banking industry began to re shuffle, the competition has intensified, some banks have not withstood the crisis, some banks are out of the market, seize the opportunity, make snap of reform and the two occupy a space for one person in the fierce competition in the industry. China banking experience the test, make full use of its advantages, accelerating the pace of reform, state-owned large banks completed the share reform, the successful listing of national joint-stock banks seize the historical opportunity for development, rapidly in the blank area of the layout, the local small and medium-sized banks is not far behind, the development of.HC bank big step is a microcosm of the development and change of China city bank in recent years, in the enjoyment of the results of the financial reform at the same time, we must pay attention to their own internal power shortage, the core competitiveness is still relatively weak, in order to achieve sustainable To develop, we must seize the commanding heights of human resources development and management. The core link of talent development and utilization is to establish a scientific, reasonable and efficient performance appraisal system, [3]..
In this paper, the author uses theoretical analysis and reference, and comparative research and empirical investigation, summarizes the methods of case analysis established the study of the performance appraisal system of HC bank architecture. Firstly, the author carefully studied the basic theory of performance appraisal, abstracted the main contents, including the classification and performance appraisal. On the modern enterprise common key index method, balanced scorecard, management by objectives and performance evaluation methods are analyzed, the characteristics of each method for the object, the advantages and disadvantages, in order to find out the best fit HC bank performance appraisal tool from the practical, provides a theoretical basis for the optimization design of HC bank evaluation scheme. Secondly, in-depth study of the practice and characteristics of domestic and foreign commercial banks in the performance appraisal, through the analysis of foreign advanced bank performance appraisal advanced experience and domestic banks The difference in this aspect, it draws some beneficial enlightenment, and provide empirical reference for the optimization design of HC bank program. Again, on the banks of HC into the overall research, clarify the basic situation, business scope, organizational structure and personnel structure, elaborated the HC bank from the establishment to the present situation of performance evaluation of each stage HC, according to the actual situation of bank performance appraisal, summarizes some outstanding problems existing in the implementation process, and these problems are analyzed. Combining with the basic theories of performance appraisal, the main part and key point to seize the contradiction, the effective use of various assessment tools to optimize the design of the performance appraisal the optimization scheme used in the scheme. The differentiation design concept, put forward the appraisal must abide by the principles, adhering to the scientific and reasonable evaluation method and all kinds of assessment indexes and the distribution of weight, clear The assessment process and evaluation assessment cycle. Optimized plan to cover basic to various positions and staff of HC bank, the assessment results more fair and reasonable, fully embodies the distribution according to work, with the reward of the achievement appraisal target, initiative and positive performance of the staff to play a greater role in promoting.
In order to effectively implement the optimized examination system, the author put forward several safeguards for supporting the implementation of the new plan according to the actual situation, and basically formed a relatively complete performance appraisal system.
HC bank as local banks, are similar and many small and medium-sized banks, hope the results to some guidance and reference for similar institutions, to promote the development of the banking industry by improving the performance appraisal system, the practical realization of compliance management, effectively fulfill their social responsibilities, provide better financial services and support for the local the development of economy.

【学位授予单位】：河北经贸大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33;F272.92

【引证文献】