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中国建设银行内蒙古分行员工绩效考核方案改进研究

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文本描述
对现代企业而言,人力资源是第一资源,其管理状况的好坏直接影响到企业的战略 目标能否顺利实现。在银行的日常经营中,都将人力资源管理作为其最重要的投入要素, 受到银行管理者的高度重视,而人力资源管理也日益成为银行内部控制的核心职能。成 功的人力资源管理将有效保障银行的健康发展,并且能够为其提供持续的源动力。 本文以中国建设银行内蒙古分行员工绩效考核方案为研究对象。首先介绍了内蒙古 分行的机构设置、员工情况,以及对内蒙古分行的员工绩效考核现状进行了详细阐述。 然后,针对员工访谈和调查问卷统计分析结果,对绩效管理存在的实际问题给予深入剖 析。在明确问题的基础上,结合员工绩效考核体系的改进设计思路和要点以及设计流程, 针对不同员工重新设计了关键绩效指标。最后,对员工绩效考核体系实施的保障措施进 行了分析和阐述,为员工绩效考核的有效实施提供保障。通过员工绩效考核改进方案的 有效运行,并将绩效结果充分应用到员工薪酬、培训和晋升管理等各个方面,形成一个 系统的绩效考核管理体系。 本文是绩效管理及绩效考核理论在实践中的一次应用,也是一项理论与实证分析相 结合的研究。本次研究基本目的是以薪酬理论和绩效理论作为研究的理论基础,结合企 业理论、行为理论、人力资源理论等理论,通过研究内蒙古分行的员工绩效考核,将其 完善,旨在为内蒙古分行员工绩效考核工作提供一点参考,提升员工绩效考核的科学性 与合理性,促进该银行的发展并促进该银行实现整体的战略目标。 关键词,建设银行内蒙古分行;绩效考核;关键绩效指标中国建设银行内蒙古分行员工绩效考核方案改进研究 III Abstract Human resources are the primary resources In the modern enterprise, the quality of its management situation directly affects the enterprise's strategic objectives can be successfully achieved. In the bank's daily operations, human resources management, as will be its most important input factors, by the bank manager's attention, and human resource management has increasingly become the core functions of the bank's internal controls. Success of the Human Resources Management will effectively protect the healthy development of the bank, and the ability to provide continuous power source. Therefore, In this paper, the Inner Mongolia branch of China Construction Bank staff performance appraisal program for the study. Firstly, this article introduces the Inner Mongolia Branch of the organization, the staff, are described in detail in Inner Mongolia Branch staff performance assessment of the status. Secondly, According to the results of employee interview and questionnaire survey, the actual problems in performance management are deeply analyzed. Is given based on the defined problem in the employee performance appraisal system improvement and key points of design thinking and design process, in view of the different staff redesigned the key performance indicators. Finally, the implementation of the performance appraisal system for the implementation of the security measures are analyzed and described in order to provide protection for the effective implementation of employee performance appraisal. Through the staff performance appraisal scheme to improve the effective operation and performance results of the full application of the employee compensation, training and promotion management of all aspects, formed a system of performance appraisal management system. This paper is an application of performance management and performance appraisal theory in practice, and it is also a combination of theoretical and empirical analysis. The primary purpose of this study is to compensation theory and performance theory as the theoretical basis of the study, combined with the enterprise theory, behavior theory, human resource theory, through the study of Inner Mongolia Branch of the staff performance appraisal, the perfect, in order to provide a reference for Inner Mongolia Branch staff performance appraisal work, improve employee performance appraisal of science and rationality, and promote the development of the bank and promote the bank to achieve the overall strategic objectives. Key Words: The Inner Mongolia Branch of China Construction Bank; Performance Evaluation; Key Performance Indicators工商管理硕士学位报告 IV 目 录 学位报告原创性声明和学位报告版权使用授权书......................................................... I 摘要................................................................................................................................. I Abstract............................................................................................................................. III 插图索引.......................................................................................................................... VI 附表索引.........................................................................................................................VII 第 1 章 绪 论...................................................................................................................1 1.1 研究背景与意义..................................................................................................1 1.1.1 研究背景...................................................................................................1 1.1.2 研究意义...................................................................................................2 1.2 理论基础与文献综述..........................................................................................2 1.2.1 理论基础...................................................................................................2 1.2.2 文献综述...................................................................................................5 1.3 研究内容与方法..................................................................................................7 1.3.1 研究内容...................................................................................................7 1.3.2 研究方法...................................................................................................8 第 2 章 中国建设银行内蒙古分行员工绩效考核现状分析.........................................10 2.1 中国建设银行内蒙古分行概况........................................................................10 2.1.1 历史沿革.................................................................................................10 2.1.2 经营情况................................................................................................. 11 2.1.3 组织架构与人力资源状况..................................................................... 11 2.2 内蒙古分行现行员工绩效考核方案的内容....................................................13 2.2.1 员工绩效考核办法.................................................................................13 2.2.2 员工绩效考核组织实施.........................................................................14 2.3 内蒙古分行员工绩效考核存在的问题及原因................................................15 2.3.1 绩效考核员工满意度调查.....................................................................15 2.3.2 员工绩效考核存在的主要问题.............................................................18 2.3.3 员工绩效考核存在问题的原因分析.....................................................22 第 3 章 中国建设银行内蒙古分行员工绩效考核方案改进设计.................................25 3.1 内蒙古分行员工绩效考核方案改进的目的与原则........................................25 3.1.1 员工绩效考核方案改进的目的.............................................................25 3.1.2 员工绩效考核方案改进的原则.............................................................25 3.1.3 员工绩效考核方案改进的方法.............................................................26 3.2 内蒙古分行部门负责人绩效考核关键指标的选取........................................27中国建设银行内蒙古分行员工绩效考核方案改进研究 V 3.2.1 支行负责人绩效考核关键指标的选取.................................................27 3.2.2 分行内设部门负责人绩效考核关键指标的选取.................................30 3.3 一般员工绩效考核关键指标的选取................................................................40 3.3.1 部门内部人员绩效考核方案.................................................................40 3.3.2 客户经理绩效考核方案.........................................................................42 3.3.3 前台柜面员工的绩效考核方案.............................................................44 3.4 内蒙古分行员工绩效考核改进方案的确定....................................................46 3.4.1 员工绩效考核改进方案体系构成.........................................................46 3.4.2 员工绩效考核改进方案理念体系.........................................................46 3.4.3 员工绩效考核改进方案目标体系.........................................................47 3.4.4 员工绩效考核改进方案组织过程体系.................................................47 3.4.5 绩效考核的组织保障.............................................................................48 第 4 章 中国建设银行内蒙古分行员工绩效考核改进方案的实施.............................50 4.1 内蒙古分行员工绩效考核改进方案实施流程与实施步骤............................50 4.1.1 员工绩效考核改进方案实施流程.........................................................50 4.1.2 员工绩效考核改进方案的具体实施步骤.............................................51 4.2 内蒙古分行基层员工绩效考核改进方案实施的基础工作............................52 4.2.1 绩效目标任务书.....................................................................................52 4.2.2 制定绩效目标的原则.............................................................................53 4.2.3 绩效目标的确定方法.............................................................................53 4.2.4 绩效职责明确.........................................................................................54 4.2.5 员工申诉渠道.........................................................................................55 4.3 内蒙古分行员工绩效考核改进方案实施结果的评价与反馈........................56 4.3.1 员工绩效考核改进方案实施结果的评价.............................................56 4.3.2 员工绩效考核改进方案评价结果的反馈.............................................56 结 论.................................................................................................................................57