I
目录
1 绪论 ·· 1
1.1 选题背景与意义1
1.2 国内外相关研究综述2
1.3 研究内容与研究方法3
2 相关理论概述 ·· 5
2.1 相关概念5
2.2 绩效管理体系与流程6
2.3 绩效管理评估的常用方法8
3 JXGC农商行绩效管理存在的问题与原因10
3.1 JXGC农商行简介 ·· 10
3.2 JXGC农商行绩效管理现状 ·· 10
3.2.1 JXGC农商行绩效管理组织机构现状10
3.2.2 JXGC农商行绩效考核指标体系现状11
3.2.3 JXGC农商行绩效考核结果应用分析14
3.3 JXGC农商行绩效管理存在的问题 · 15
3.3.1 绩效考核指标体系不完善，过于重视财务指标而忽视非财务指标3.3.2 忽视员工绩效管理，绩效考核结果应用不充分 · 16
3.3.3 绩效管理体系不完善，与其他相关管理体系缺乏衔接 · 17
3.4 JXGC农商行绩效管理存在问题的原因 · 17
3.4.1 绩效管理缺乏明确定位，未从战略层面重视绩效管理 · 17
3.4.2 不同部门人员考核的可比性差，考核结果容易打折扣 · 18
3.4.3 绩效管理培训不足，员工绩效管理体系认识不足 · 18
4 JXGC农商行绩效管理优化对策20
4.1 绩效管理体系优化的思路20
4.2 基于平衡计分卡，进一步完善绩效指标体系20
4.2.1 财务管理指标体系 ·· 20
4.2.2 客户管理指标体系 ·· 22
4.2.3 内部运营指标体系 ·· 24
4.2.4 学习成长指标体系 ·· 26
4.3 优化绩效管理体系，加强绩效考核反馈与沟通28
4.4 建立外部监管机制，深化绩效考核结果运用29
II
4.5 加强员工绩效管理培训，提高员工绩效管理意识30
5 结论 ·· 31
参考文献 ·· 32
致谢 ·· 35
III
CONTENT
1 Introduction · 1
1.1 Background and significance of the topic ·· 1
1.2 domestic and foreign related research review · 2
1.3 research content and research methods ·· 3
2 Related Theory Overview ·· 5
2.1 Related concepts ·· 5
2.2 Performance Management System and Process · 6
2.3 Common Methods of Performance Management Assessment 8
3 JXGC RCC Performance Management Problems and Causes · 10
3.1 Introduction of JXGC Agricultural Bank10
3.2 JXGC RCC Performance Management Status10
3.2.1 JXGC Agricultural Bank Performance Management Organization Status3.2.2 JXGC Rural Commercial Bank performance evaluation index system
status 11
3.2.3 JXGC Rural Commercial Bank Performance Appraisal Results
Application Analysis ·· 14
3.3 JXGC RCC performance management problems ·· 15
3.3.1 performance appraisal index system is not perfect, too much emphasis on
financial indicators and ignore non-financial indicators15
3.3.2 ignore the staff performance management, performance appraisal results
are not fully applied16
3.3.3 Imperfect Performance Management System and Lack of Conjunction
with Other Related Management Systems · 17
3.4 JXGC farm management performance management problems cause of the
problem ·· 17
3.4.1 Performance Management Lack of Clear Positioning, Not Paying
Attention to Performance Management From a Strategic Perspective · 17
3.4.2 The comparability of staff assessment in different departments is poor,
and the examination results are easily discounted · 18
3.4.3 Performance Management Insufficient training, lack of understanding of
staff performance management system ·· 18。