潍坊商银行系统效管理体系研究

发布时间：2018-05-26 05:05

本文选题：农商银行 + 绩效管理　；参考：《青岛大学》2017年硕士论文

【摘要】：近年来,地方性中小型商业银行、农村商业银行、村镇银行如雨后春笋大量涌现。商业银行之间的竞争,已经由增设网点、机构,转向挖掘、争夺高素质的专业金融人才,拓展先进的经营理念、优质的金融服务等方面。面对激烈的市场竞争,商业银行应不断完善经营管理理念,建立完备的绩效管理体系,唯此才能有效激发广大员工的创造力和活力,提升工作积极性和主动性,促进业务规模快速发展。本文结合企业绩效管理的相关理论,探讨商业银行绩效管理的基本原则、理论基础、主要作用、流程及演变过程,并以山东潍坊市农商银行系统为例,总结其绩效管理现状,分析当前面临的主要问题及其成因,提出完善绩效管理的指导方针、总体思路、目标、内容及保障措施。研究认为,潍坊市农商银行系统绩效管理存在激励机制、绩效管理等机制尚不健全,系统适应性、扩展性等完善度不够,制度建设、员工接受度等推广应用不到位等问题。建议在机制建设方面进一步明确绩效考核的“短期、中期、远期”目标持续完善反馈机制,妥善处理绩效考核与绩效管理等一系列关系,合理调整薪酬分配政策,明确基本原则,进一步完善系统建设和加强推广应用,确保绩效管理综合目标的实现。
[Abstract]:In recent years, local small-and-medium-sized commercial banks, rural commercial banks, village banks have sprung up in large numbers. The competition among commercial banks has changed from establishing network and institution to excavating, competing for high-quality professional financial talents, expanding advanced management concept, and quality financial service and so on. In the face of fierce market competition, commercial banks should constantly improve their management concepts and establish a complete performance management system. Only in this way can they effectively stimulate the creativity and vitality of the vast number of employees, and enhance their enthusiasm and initiative in their work. To promote the rapid development of business scale. Combined with the relevant theories of enterprise performance management, this paper discusses the basic principles, theoretical basis, main role, process and evolution process of performance management of commercial banks. Taking the agricultural and commercial bank system of Weifang City in Shandong Province as an example, the paper summarizes the current situation of performance management. This paper analyzes the main problems and their causes, and puts forward the guidelines, general ideas, objectives, contents and guarantee measures for the improvement of performance management. The research shows that there are some problems in the performance management of agricultural and commercial bank in Weifang, such as incentive mechanism, performance management and so on, the system adaptability and expansibility are not enough, the system construction, the staff acceptance and so on are not in place, and so on. In the aspect of mechanism construction, it is suggested that the "short, medium and long term" objectives of performance appraisal should continue to improve the feedback mechanism, properly handle a series of relations between performance appraisal and performance management, and rationally adjust the salary distribution policy. Make clear the basic principles, further perfect the system construction and strengthen the popularization and application to ensure the achievement of the comprehensive goal of performance management.
【学位授予单位】：青岛大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

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