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MBA毕业论文_工商银行J支行员工绩效考核改进研究

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更新时间:2020/3/20(发布于河北)

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文本描述
摘要
银行要在日趋激烈的竞争中取胜,除了要不断进行金融产品创新、不断进行市场
开拓之外,还必须依赖人才以提升自身核心竞争力。在银行内部管理活动中,绩效考
核是帮助银行实现人才战略目标,提升在行业中竞争能力的关键所在。面对外部竞争
环境的变化,每一家银行都在积极强化绩效考核以实现管理效率的提升。但是目前很
多银行绩效考核的作用发挥还不够充分。首先是整个绩效考核系统没有充分和银行整
体战略相互联系,以帮助银行实现战略目标的有效落地;其次,绩效考核没有实现以
考核促进员工成长的作用,未形成对员工的有效激励和约束。这些问题的存在,必然
会对银行战略目标的实现产生较大消极影响
本文运用文献研究和调查研究法等方法,选取并解剖工商银行J支行,对银行的
绩效考核问题进行了研究。在对工商银行J支行的绩效考核现状进行总结的基础上,
调查了解了该行员工绩效考核中存在的主要问题,并对其成因进行了分析。根据人力
资源管理中有关绩效考核的相关理论,借鉴国内外银行绩效考核的经验,确定了改进
该支行员工绩效考核的四大基本原则,即有效提升、操作简便、讲求实效、重视反馈
原则;明确提出了改进的基本思路,并提出从分类确定考核对象、重新确定考核目标、
调整绩效考核方法、优化绩效考核指标体系、重新设置考核周期、重新划分考核等级、
改进考核结果反馈及运用等七个方面进行改进。为评估改进后的员工绩效考核办法的
合理性,尝试选取了J支行部分网点的50名员工进行了绩效考核试验,认为改进后
的方案其绩效考核结果相对以前较为合理
为使改进后的绩效考核方案能够顺利实施,本文提出工商银行J支行应当形成全
员绩效意识,塑造绩效考核文化;在组织与流程建设上,强化绩效考核组织机构职责,
同时组建专业绩效管理团队;在制度上,明确考核中部门角色定位进一步强化岗位分
析,细化岗位说明书,强化绩效考核配套制度建设
关键词:工商银行;绩效考核;人力资源管理
Abstract
In order to win in the increasingly fierce competition, banks must rely on talents to
enhance their core competitiveness in addition to continuous financial product innovation
and continuous market development. In the internal management activities of the bank,
performance assessment is the key to helping the bank to achieve the strategic goal of
talent and to improve the competitiveness of the industry. In the face of the changes in the
external competitive environment, each bank is actively strengthening the performance
assessment in order to improve the efficiency of management. But at present, the role of
many banks' performance assessment is not enough. First of all, the whole performance
appraisal system is not fully connected with the overall strategy of banks, so as to help
banks achieve the effective landing of strategic goals. Secondly, performance appraisal
does not achieve the role of promoting staff growth by examination, and does not form
effective incentives and constraints to employees. The existence of these problems will
inevitably have a negative impact on the realization of the strategic objectives of the bank.
Using the methods of literature research and investigation and research, this paper
selects and anatomize the J branch of industrial and commercial bank, and studies the
performance appraisal of the bank. Based on the summary of the performance appraisal of
J branch of ICBC, the main problems existing in the performance appraisal of the bank
were investigated, and its causes were analyzed. According to human resources
management related theories about performance appraisal, assessment of bank
performance from domestic experience, the improvement of the four basic principles of the
bank performance evaluation, namely, simple operation, effectively improve the efficiency,
attaching importance to the feedback principle; clearly put forward the basic ideas of
improvement, and puts forward the classification to determine the evaluation object and to
determine the assessment objectives, adjust the performance appraisal method, optimize
the performance evaluation index system, re set the assessment cycle, re divides the level
of assessment and improvement of assessment results of the seven aspects of feedback and
application improvement. In order to evaluate the reasonableness of the improved
employee performance appraisal method, 50 employees of J sub network were selected for
performance appraisal test. It is considered that the performance appraisal result of the
improved scheme is relatively reasonable before.
In order to make the improved performance evaluation program successfully
implemented, this paper proposes that the J branch of industrial and commercial bank。