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人民银行湘西州中心支行在执行总行的绩效制度的前提下，积极创新，在研
究绩效考核的新路径上，不断进行优化绩效考核体系的尝试，使之更加合理全面
但中国人民银行湘西中心支行在目前仍还存在着绩效考核激励性不够、考核尺度
标准把握难、绩效考核过程存在难点等问题。究其原因，主要在于员工对绩效考
核的认识不够、考核制度的不完善、考核者的主观意识、现行考核指标陈旧等因
素。本文运用平衡记分卡法的相关理论，对考核指标体系进行构建，并运用德尔
菲法和层次分析法来对考核指标权重进行量化得到相应的优化指标，以国库科为
例进行建立优化后的员工绩效考核体系，并就员工绩效考核优化的实施保障进行
了描述。最后，通过推测优化后的员工绩效考核体系实施的预期效果，得出优化
后的员工绩效考核体系具有一定的实用价值、能够推动湘西州中支的持续发展、
需要持续不断对绩效考核进行探索的结论
本文就中国人民银行湘西中心支行员工绩效考核体系进行了优化，为其发展
中遇到的难题找到了解决办法，有利于强化基层央行履职能力，有利于人民银行
基层央行人力资源管理水平的提高，从而极大促进湘西中心支行的整体发展
关键词：绩效考核；基层央行员工；绩效管理；BSC 考核II
Abstract
Xiang xi County is in a remote minority area where is inconvenient in
transportation, and under development in economics, leading increasing loss of talents.
It is important to optimize the human capital structure of the PBC Xiang xizhou
Branch, strengthen internal management by using sophisticated management methods
and means to enhance the performance of the grassroots of PBC comprehensively, so
that it can better retain talents, to create a complete and scientific staff performance
evaluation system.
Under the implementation of the staff performance system of the head office, the
PBC Xiang xizhou Branch study the new path of performance measurement by using
innovation, and constantly optimize the performance evalution system to try to make
it more reasonable and comprehensive. However, the PBC Xiang xizhou Branch still
has some problems such as lack of incentive for performance appraisal, difficulty in
checking the scale and difficulty of performance appraisal process. The main reason is
that the staff of the performance appraisal is not enough, the assessment system is not
perfect, the subjective sense of assessment, the current assessment indicators obsolete
and so on. This thesis uses the theory of BSC to construct the evaluation index
system and uses the Delphi method and AHP to quantify the weight of the assessment
index. Using treasury department as an example to establish an optimized staff
performance appraisal system and describing the implementation of employee
performance measurement. Finally, by deducing the expected effect of the optimized
employee performance appraisal system, its concluded that the optimized
performance appraisal system has certain practical value, which can promote the
sustainable development and need to continue to explore the performance appraisal.
This thesis optimized the staff performance evaluation system of the PBC Xiang
xizhou Branch, encountered the solution to the problems in the development, and thus
improving the management level of human resources and abilities to perform duties of
the grassroots of PBC. Therefore, it promotes the overall development of the PBC
Xiang xizhou Branch.
Keywords： performance appraisal； grass-roots central bank employees；
performance management； BSC assessmentIII
目录
摘要I
Abstract..II
第 1 章 绪论..........1
1.1 研究背景及研究价值........1
1.2 国内外研究现状....1
1.2.1 国外研究进展1
1.2.2 国内研究综述3
1.3 研究内容....5
1.4 研究方法与技术路线........6
1.4.1 研究方法........6
1.4.2 技术路线........6
第 2 章 相关理论基础......8
2.1 绩效考核....8
2.1.1 绩效考核的内涵........8
2.1.2 绩效考核的起源和发展........8
2.1.3 绩效考核的任务........9
2.2 绩效考核方法理论介绍....9
2.2.1 绩效相关各种概念....9
2.2.2 目标管理法..10
2.2.3 平衡计分卡..11
2.2.4 360 度评估法...........12
2.2.5 关键业绩指标法......12
第 3 章 湘西州中心支行员工绩效考核现状分析........13
3.1 湘西州中心支行简介......13
3.1.1 湘西州中心支行基本情况..13
3.1.2 组织机构......13
3.1.3 人员现状分析..........13
3.2 湘西州中心支行员工绩效考核现状......14
3.2.1 员工现行考核方法..14
3.2.2 员工反馈......15
3.3 湘西州中心支行员工绩效考核体系存在的问题分析..19IV
3.3.1 绩效考核激励性不够..........19
3.3.2 考核尺度标准把握难..........19
3.3.3 绩效考核过程存在难点......19
第 4 章 湘西州中心支行员工绩效考核体系优化........20
4.1 员工绩效考核体系优化的制约..21
4.1.1 中国传统思想的制约..........21
4.1.2 组织设置制约..........21
4.1.3 员工个人制约..........22
4.2 优化的目标和依据..........22
4.2.1 绩效考核体系优化的目标..
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