TY农商行绩效考核体系设计

发布时间：2018-02-06 06:29

本文关键词： 农商行绩效考核平衡计分卡关键绩效指标　出处：《湘潭大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着国内经济的迅速发展,银行业的竞争也日益激烈,大多数商业银行正在进行迅速扩张,网点数量的增长远远超出经济增量速度,银行间的竞争达到了白热化的地步。绩效考核作为人力资源管理中的关键一环,在整个人力资源管理体系中居于核心地位。通过不断改善员工的个人绩效,实现银行整体战略目标,保住银行的市场份额,提升市场占有率,是绩效考核体系有效实施的最终目的。TY农商行是2016年新改革成立的农商行,由于管理效能低下,导致经营状况不太理想,绩效考核作为提升管理效能的重要工具,应当首当其冲进行变革。本文通过对国内外企业的绩效考核现状进行分析,并搜集了大量的文献理论,通过资料整理、问卷调查、访谈、数据分析等方法来了解员工目前对绩效考核的看法,发现现行绩效考核制度的不足,主要问题及原因有:缺乏长期战略目标、观念偏差、绩效考核不成体系、指标设置不合理、绩效考核的责任主体设置不科学、没有明确的岗位职责、信息技术落后等。为解决TY农商行绩效考核存在的问题,提高其管理效能,本文基于实践对TY农商行绩效考核流程进行设计,并设计出TY农商行整体绩效考核框架,继而根据平衡计分卡以及关键绩效指标法,设计出一套适合TY农商行现状及未来发展的完整的绩效考核体系。该体系在总行绩效考核框架下,分层次设计了职能部门、基层支行、员工的绩效考核方案,并提出了绩效考核体系顺利实施的保障措施。当然,新的绩效考核体系运行后,应根据TY农商行业务的发展而不断改进,从而适应TY农商行未来竞争需要,实现TY农商行战略目标。本文对重构TY农商行绩效考核机制,提升TY农商行内部活力与市场竞争力有一定的借鉴作用,同时也是一次对完善农村金融行业绩效改革的实践。
[Abstract]:With the rapid development of the domestic economy, the competition of the banking industry is becoming increasingly fierce. Most commercial banks are expanding rapidly, and the growth of the number of outlets far exceeds the rate of economic growth. The competition between banks has reached the point of intense. As a key link in human resources management, performance appraisal plays a central role in the whole human resources management system. Through the continuous improvement of individual performance of employees. The ultimate goal of the effective implementation of the performance appraisal system is to realize the overall strategic goal of the bank, to keep the market share of the bank and to promote the market share. TY Agricultural and Commercial Bank is the agricultural and commercial bank established by the new reform in 2016. Because the management efficiency is low, the management condition is not very ideal, the performance appraisal is an important tool to improve the management efficiency. Should bear the brunt of the reform. This article through the analysis of domestic and foreign enterprises performance appraisal status, and collected a large number of literature theory, through data collation, questionnaires, interviews. Data analysis and other methods to understand the current employee's views on performance appraisal, found that the current performance appraisal system is inadequate, the main problems and reasons are: lack of long-term strategic objectives, concept deviation, performance appraisal is not systematic. The setting of indicators is unreasonable, the main responsibility of performance appraisal is not scientific, there is no clear post responsibility, information technology is backward, etc. In order to solve the problems existing in the performance appraisal of TY agribusiness bank, improve its management efficiency. Based on the practice, this paper designs the performance appraisal process of TY agribusiness, and designs the overall performance appraisal framework of TY agribusiness, and then according to the balanced scorecard and key performance indicators. Design a set of performance appraisal system suitable for the current situation and future development of TY agribusiness. Under the framework of performance appraisal, the system has designed the performance appraisal scheme of the functional department, the basic branch and the staff. Of course, the new performance appraisal system should be continuously improved according to the development of TY agribusiness, so as to meet the future competition needs of TY agribusiness. To achieve the strategic objectives of TY agribusiness. This paper will be useful for reconstructing the performance appraisal mechanism of TY agribusiness and promoting the internal vitality and market competitiveness of TY agribusiness. At the same time, it is also a practice of improving the rural financial industry performance reform.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.35

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