延边农村商业银行员工绩效考核体系优化研究

发布时间：2018-06-19 12:47

本文选题：农村商业银行 + 绩效考核体系　；参考：《吉林财经大学》2017年硕士论文

【摘要】：近年来,随着我国经济的飞速发展及全球化进程的加快,我国银行业的发展形势发生了极大转变。面对日趋复杂的经济环境,商业银行不仅需要提高资产负债等财务因素的经营管理水平,更需要对公司治理水平、内部控制、员工的学习成长等非财务因素进行管理和优化,这就需要银行建立科学的绩效管理体系。通过将具体的绩效考核指标与商业银行发展战略相匹配,达到整合资源、提高经营管理水平的目的,使得商业银行健康发展。农村合作金融机构在我国己发展70余年,是我国金融业重要的组成部分,特别为支持“三农”及县域经济发展做出突出贡献。随着我国经济的高速发展,近几年农信社股份制改造已经取得较大成效。但是,农村商业银行快速的经营发展与其管理水平薄弱之间的矛盾日趋明显,大多数农村商业银行公司治理结构和内部控制机制并不完善,尤其是对员工的绩效管理仍处于较低水平,如现行绩效管理体系过分注重考核财务指标,在制定绩效考核指标时未做到与银行发展战略相衔接,继续沿用改制前的绩效考核方式。科学合理的绩效考核体现会促使员工保持积极主动的工作态度,而落后的绩效考核则会抑制银行的发展。本文选取具有代表性的延边农村商业银行为研究对象,通过深入的调查研究,对其员工绩效考核现状与存在的问题进行详细的分析,使用关键绩效指标对延边农村商业银行员工绩效考核方案进行优化设计,并提出保障优化后的绩效考核体系得以顺利实施的有效措施。使用关键绩效指标的理论方法构建以发展战略为导向的员工绩效考核体系,可以将企业的战略目标分解到人,明确员工考核的具体标准和依据,能够有效提高员工的工作热情。在优化延边农村商业银行员工绩效考核体系过程中设置了员工学习与成长等以企业的战略为导向的非财务指标,平衡了企业长远发展与短期成果的需要。对不同岗位员工采取不同的考核指标可以更准确的考核员工的工作情况。同时,本文可以为其他同类型的农村商业银行员工绩效考核相关研究提供参考。
[Abstract]:In recent years, with the rapid development of China's economy and the acceleration of globalization, the development situation of China's banking industry has changed greatly. Facing the increasingly complex economic environment, commercial banks not only need to improve the management level of financial factors such as assets and liabilities, but also need to manage and optimize non-financial factors such as corporate governance level, internal control, staff learning and growth, etc. This requires banks to establish a scientific performance management system. By matching the specific performance appraisal index with the development strategy of commercial banks, we can achieve the purpose of integrating resources and improving the level of management so as to make the commercial banks develop healthily. Rural cooperative financial institutions have been developing for more than 70 years in China, which is an important part of the financial industry in China, and has made outstanding contributions to supporting the development of "agriculture, countryside and farmers" and county economy. With the rapid development of economy in our country, the reform of the stock-holding system of rural credit cooperatives has made great achievements in recent years. However, the contradiction between the rapid development of rural commercial banks and their weak management level is becoming more and more obvious. The corporate governance structure and internal control mechanism of most rural commercial banks are not perfect. Especially, the performance management of employees is still at a low level. For example, the current performance management system pays too much attention to the evaluation of financial indicators, and fails to link up with the development strategy of banks when formulating performance evaluation indicators. Continue to follow the system before the performance appraisal method. Scientific and reasonable performance appraisal will urge employees to maintain a proactive work attitude, while backward performance appraisal will inhibit the development of banks. This article selects the representative Yanbian rural commercial bank as the research object, through the thorough investigation research, carries on the detailed analysis to its staff performance appraisal present situation and the existence question. This paper uses key performance indicators to optimize the performance appraisal scheme of Yanbian Rural Commercial Bank and puts forward effective measures to ensure the successful implementation of the optimized performance appraisal system. Using the theory method of the key performance index to construct the employee performance appraisal system based on the development strategy can decompose the strategic goal of the enterprise to the person clear the concrete standard and the basis of the employee appraisal and can effectively enhance the work enthusiasm of the staff. In the process of optimizing the performance appraisal system of Yanbian Rural Commercial Bank, we set up non-financial indicators, which are guided by enterprise strategy, such as employee learning and growth, and balance the needs of long-term development and short-term achievement of the enterprise. Take different assessment indicators for different positions can more accurately assess the work situation of employees. At the same time, this paper can provide reference for other similar rural commercial bank employee performance evaluation research.
【学位授予单位】：吉林财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.35

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