建设银行盘锦分行员工绩效评价体系优化设计

发布时间：2018-02-15 14:52

本文关键词： 绩效评价指标体系指标权重评价标准　出处：《东北大学》2014年硕士论文　论文类型：学位论文

【摘要】：当今时代的一个突出特征是——以知识与创新作为竞争资本,而人才就是知识与创新思维的良好载体。与其对应的现代企业管理理念中,人力资源管理对核心竞争力的打造与企业的可持续发展具有重要意义,而人力资源管理的核心是绩效,其主要通过评价的过程来发挥效力。现代企业在经营过程中面临的实际情况往往具有鲜明的差异性,因而是否具备适宜有效的绩效评价体系,是强化企业管理进而实现企业愿景的重要因素。本文以盘锦建行的实际情况为基础,运用现代企业管理学与前沿的绩效评价理论,对绩效评价现状进行深入探索,找到亟待解决的的问题,引入几种主流的评价方法,在对各个层级、条线的员工进行充分特征分析的基础上,把全行的一般性员工结构重新按层级分为管理岗位、技术岗位与基层员工三个类别,并依照业务特点区分为营业网点、机关经营部门、机关非经营部门三个条线,适应性地分别改进绩效评价细分体系,在其中分别确定考核指标、权重及评价标准,然后再把它们有机整合为全行层面的综合绩效评价体系,从而由分及总地解决问题,优化体系。为检验优化后评价体系的可行性与实际应用效果,本文还将在充分搜集已有数据资料的基础上,依照新评价体系对盘锦建行进行严谨的绩效评价试验,然后对评价结果进行对比分析,最后得出体系建立的经验、优化的效果等结论,指出有待完善的方面及需要进一步探讨的问题。本文的论述实质上是对绩效评价理论与特定行业的企业经营实际结合的又一次探索,希望能在细化相关理论指导实践的策略方面得到突破,为银行业乃至其他行业类似企业提供借鉴。
[Abstract]:A prominent feature of the present era is that knowledge and innovation are regarded as competitive capital, and talent is a good carrier of knowledge and innovative thinking. Human resource management is of great significance to the creation of core competence and the sustainable development of enterprises, and the core of human resource management is performance. The actual conditions faced by modern enterprises in the process of operation are often different, so whether there is a suitable and effective performance evaluation system, It is an important factor to strengthen enterprise management and realize the enterprise vision. Based on the actual situation of Panjin Construction Bank, this paper makes a deep exploration of the present situation of performance evaluation by using the theory of modern enterprise management and frontier performance evaluation. To find out the problems to be solved, introduce several mainstream evaluation methods, on the basis of analyzing the full characteristics of employees at all levels and lines, divide the general staff structure of the whole bank into management posts according to the levels. There are three categories of technical posts and grass-roots employees, and according to the business characteristics, they are divided into three lines: business network, administrative department and non-business department, and adaptively improves the performance evaluation subdivision system respectively, and determines the evaluation index respectively. The weights and evaluation criteria are then organically integrated into a comprehensive performance evaluation system at the whole line level, so that the problem can be solved and the system will be optimized in order to test the feasibility and practical application effect of the optimized evaluation system. Based on the full collection of existing data and data, this paper will conduct rigorous performance evaluation tests on Panjin Construction Bank according to the new evaluation system, and then make a comparative analysis of the evaluation results, and finally draw the experience of the establishment of the system. The conclusion of optimization and so on, points out the aspects that need to be perfected and the problems that need to be further explored. In essence, this thesis is another exploration of the combination of performance evaluation theory and the practice of enterprise management in a specific industry. Hope to be able to refine the relevant theory to guide the practice of the strategy breakthrough for the banking industry and other similar industries to provide reference.
【学位授予单位】：东北大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F832.33

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