如何正确地衡量一个企业的绩效水平,并设计科学的绩效考核方案、选择合

适的绩效管理方法,以提高企业绩效水平是人力资源管理的核心任务。本文以建

设银行浙江省分行为研宄对象,分析其绩效管理的现状以及存在的问题,并针对

存在的问题和企业的实际情况,对其绩效管理进行整体的优化设计。

本文从建设银行浙江省分行绩效管理整体框架入手,学习领会其绩效管理的

战略总目标以及细分目标;概述并分析建行浙江省分行人力资源绩效管理的现

状、发展阶段及存在的问题;结合建设银行发展模式评价其绩效管理的指标体系,

釆用PDCA和KPI法等方法对建设银行绩效管理目标进行设计,详细说明该设计

方法的适用性和科学性;同时分析该设计方法的不足和存在的缺陷,并针对建设

银行浙江省分行绩效考核中的这些问题提出一些改进对策。对设计方案的实施确

定了经营规划、绩效目标制定、指标量化、信息记录、权重确定和激励机制六个

流程后;进二步研究优化方案实施的重点和难点。绩效优化方案的重点在于激励

机制的设计和实施,而优化方案的难点仍然在于人力资源绩效管理上;最后,本

文对绩效管理的优化方案进行改进,并采用员工绩效考核表的方法,掌握员工的

思想素质和政策观念、工作效益、服务满意度以及创新能力等指标。-

关键词:.建行浙江省分行,绩效管理,优化设计

Abstract

The core tasks of the human resource management are measuring the level of per

formance of an enterprise properly, designing scientific performance appraisal progra

m and selecting the appropriate performance management methods to improve busine

ss performance. This paper analyzes the status of the Performance Management and e

xisting prcfblems of Construction Bank of China(CCB) Zhejiang Branch. And optimiz

e its performance management design according to the present status.

Starting with the overall performance martfgement framework of CCB Zhejiang

Branch, this paper includes study of the performance management's strategic goals

and segments goals, overview and analysis of the current situation of CCB Zhejiang

Branch、Human Resources Performance Management and development stage and

existing problems. Combining with the development model of CCB, it reviews the

indicators of its performance management system, designs performance management

objectives of CCB with PDCAmethod and KPI method and describes the adaptability

and scientificity of them. Then it analyzes the deficiencies of the design method and

makes some improvement measures for CCB Zhejiang Branch. After business

planning, perfarniahce goal-setting, index quantification,information recording,

determination of index weight and excitation mechanism, it further studies the focus

and difficult optimization program implementation. Performance optimization

programs focus on the design and implementation of incentive mechanisms, and

optimization programfs difficulty still lies in the human resources performance

management. Finally, this paper improves optimization program of performance

management,uses employee performance appraisal forms to record indexes like

ideological quality, Policy concept, working eflffeftfeiicy, service satisfaction and

innovation ability of employees.

Key CCB Zhejiang Branch performance management optimization design