摘要
绩效考核(performance evaluation)是一项系统工程。绩效考核的定义为:企
业在既定的战略目标下,运用特定的标准和指标,对员工过去的工作行为及取得的
工作业绩进行评估,并运用评估的结果对员工将来的工作行为和工作业绩产生正面
引导的过程和方法。我们可以通过概念,明确绩效考核的目的及重点。绩效考核作
为企业人力资源管理中较为主要的一项工作,越来越受到企业领导、管理者和员工
的认可。绩效考核作为员工工作过程和结果的评价制度,它将员工的工作目标和企
业的战略紧密联系在一起,建立科学合理的绩效考核制度,可以在一定程度上提高
企业和员工的一致性,起到共同发展、共同进步的目的。
随着市场竞争环境的变化,现代银行基本确立了注重效益和质量的绩效考核体
制。在绩效考核方面,更加突出了资产质量所占的权重,增强了经营活动的安全稳
健性;加大了对中间业务收入的考核和零售业务考核的比重,优化了收入结构;逐
渐引入了资本约束理念,强化了经济资本对风险资产总量的约束。但从实际情况来
看,国内银行在绩效考核的机制、方式等方面仍存在一定的缺陷,影响了银行业的
长远发展,需要加以改革和完善。
LNNFH作为一家政策性金融机构,初步建立现代银行框架,经营业绩实现重大
跨越,有效发挥了在农村金融中的骨干和支柱作用。虽然在绩效考核领域与普通商
业银行有很多相似之处,但也有它不同于商业银行的绩效考核机制,本文从LNNFH
现行的绩效考核机制入手,与商业银行的绩效考核机制进行了比较,找出自身的不
足之处以及未来在绩效考核方面的如何进行改进的研究。
关键词:人力资源高管人员绩效管理改进研究
ABSTRACT
Performance appraisal (performance evaluation) is a systematic project. It is defined
as: the process and methods under established strategic objectives are taken to assess the
staff work behavior and performance achieved, using specific criteria and indicators,in
order to generate the positive guidance to the results of the future employees work
behavior and performance. In the view of above concept we can get the purpose and
significance of the performance appraisal more clearly. By combining the staffs' working
goals with the corporation's strategies,it will improve the consistency between the staff
and corporation, and then achieve the win-win improvement.
With the continuous changes of the market competition, the modern banks have
established the performance appraisal system, focusing on the performance and quality.
Under this system, they highlight the importance of the asset quality and have improved
the stability of operating activities; they increase the weights of intermediary service and
retail business in the evaluation system and have optimized the structure of profit; they
imported the philosophy of economic capital constrain and have strengthened its bound
on quantity of risk assets. However there are still many reforms and improvements
should be implemented, which have influenced the long-term development of bank sector,
because the imperfection in its evaluation institution and methods of performance.
As a policy bank, LNNFH has established the framework of modern bank, resulting
in the remarkable achievement, while playing the role of the pillar in rural financial
system. Although there are a number of similarities of performance appraisal existing
between the commercial banks and LNNFH, some distinctions still can't be neglected.
At the beginning, this paper makes the research on current performance appraisal system
of LNNFH. Then,it takes a compare with the commercial banks'. At last,the paper
concludes the defect of LNNFH's performance appraisal system and points out the future
research direction.
KEY WORDS: Human resource Administrator
Performance appraisal Improve research