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2020年农发行定边县支行员工绩效考核方案优化研究_硕士论文

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在全球经济一体化进程飞速加快的今天,我国金融业正将面临全球金融巨头前所未 有的挑战。人力资源管理是面对挑战过程中众多战略里最核心的组成部分,而且绩效考 核是现代人力资源管理机制中最为重要的组成部分,这个理论的核心是通过科学有效的 评价各级机构、部门以及员工的绩效,并对取得不同的绩效结果的组织单位和员工给予 恰当的激励,以促进组织、部门、员工的绩效水平的不断的提高,从而不断的、有效的 提升企业的核心竞争能力,进而实现组织的总体的战略目标。它为人力资源或财务管理 的其他环节提供了基础的信息,也为其他的职能的部门的决策提供了参考的依据。 本文研究内容以农业政策性银行为背景,以农发行定边县支行为具体事例,注重理 论创新,采用先进的银行绩效考核理论,分析当前政策性银行绩效考核系统中面临的问 题,并学习和吸收绩效考核系统的未来发展走向和战略绩效考核系统建设的想法。归纳 整理了现行绩效考核主要理论,并通过访谈法和问卷调查法,找出了农发行定边县支行 在实施员工绩效考核中存在的问题以及绩效考核问题的成因。对定边县支行员工进行绩 效考核的实施误区进行全面分析与总结,并对造成此误区的缺陷或问题进行深入的剖 析。在充分营造积极的绩效考核环境基础上,运用最新绩效考核理论,结合农发行经营 管理目标,对绩效考核方案进行了再设计,并针对不同岗位不同员工进行了绩效考核的 设计工作。 通过研究文中认为针对不同的部门和不同级别的员工,需要制定不同的绩效考核方 案,并经常更新绩效考核方法。在此基础上,结合政策性银行与商业银行存在不同特性 的特征和实际发展状况,构建一种符合政策性银行经营特色和战略管理需要的绩效考核 体系。本文针对农发行定边县支行的绩效考核办法,以目标管理法(MBO)为基础,同 时采用平衡记分卡(BSC)作为布局方式,利用关键指标法(KPI)来详细描述各项指 标,结合支行的整个发展程度与年度工作要求,设计了一套适用于县支行经营管理目标 和员工实际状况的员工绩效考核方案,并确保其具有合理性与科学性,提出了绩效考核 方案实施的保障措施。 关键词,定边县;农发行;绩效考核;优化 论文类型,应用研究农发行定边县支行员工绩效考核方案优化研究 - II - Abstract With the rapid development of the global economic integration, China's financial industry will face the challenge of the global financial giants. Human resources management is facing the challenge, the core component of many strategic, and performance appraisal is the most important part of modern human resource management mechanism, the core of this theory is that through scientific and effective evaluation institutions at all levels and departments, employee performance, organizational units and employees and to achieve different performance the results give appropriate incentives, to promote the organization, department and employee performance level continuously improve, so as to continuously and effectively enhance the core competitiveness of enterprises, so as to realize the overall strategic goal of the organization. It provides the basic information for other aspects of human resources or financial management, and also provides a reference for other functions of the Department. The content of this paper sets in the Agricultural Development Bank, takes Dingbian County branch for example, paying attention to the theory innovation, adopting advanced bank performance appraisal theory, analyzing the present problems on the performance appraisal system in policy banks, learning and absorbing the idea for the future development trend on the performance appraisal system. The paper summarizes the current performance appraisal theories, interviews and questionnaires, to find out the causes of Dingbian County Sub-branch of the Agricultural Development Bank in the implementation of the existing problems in the staff performance appraisal. The text conducts a comprehensive analysis and summary to the performance appraisal in Dingbian County branch staff's problems, analysis to the depth's causes on these defects or problems. The article performances appraisal problems in the full build performance appraisal on the basis of a positive environment, uses of the latest performance appraisal theory, combines with the issue of agricultural management, designs the performance appraisal system, and in view of the different positions of different staff to carry out the performance evaluation of the design work. With the research of different departments and different levels of employees, it needs to develop different performance appraisal programs, and often updates performance appraisal methods. Based on that, the article combines the different characteristics and the actual development situation between the policy banks and the commercial banks, constructs a performance appraisal system which is in line with the characteristics of policy banks and the needs of strategic management. Accords to the Agricultural Development Bank of Dingbian County branch on performance assessment approach, the content bases on the object management method (MBO), uses the Balanced Scorecard (BSC) as the layout and uses the key index method (KPI) to a detailed description of the indicators, combining to the sub-兰州交通大学工商管理硕士(MBA)学位论文 - III - branch of the whole development degree and annual work requirements, designs a set to suitable staff performance appraisal system for the county branch, and ensures it’s rationality and scientific, and puts forward some measures to carry out performance appraisal scheme. Key Words: Dingbian County; The Agricultural Development Bank of China; Performance Appraisal; Optimization Thesis type: Applied Research农发行定边县支行员工绩效考核方案优化研究 - IV - 目 录 摘要.....................................................................................................................................I Abstract ..................................................................................................................................... II 1 绪论........................................................................................................................................ 1 1.1 研究背景..................................................................................................................... 1 1.2 研究意义..................................................................................................................... 2 1.2.1 理论意义.......................................................................................................... 2 1.2.2 现实意义.......................................................................................................... 2 1.3 研究内容与方法......................................................................................................... 3 1.3.1 研究内容.......................................................................................................... 3 1.3.2 研究方法.......................................................................................................... 3 2 绩效考核相关理论综述........................................................................................................ 4 2.1 绩效考核的概念......................................................................................................... 4 2.1.1 绩效的概念...................................................................................................... 4 2.1.2 绩效考核的概念.............................................................................................. 4 2.2 绩效考核的程序......................................................................................................... 5 2.3 绩效考核的常用方法................................................................................................. 6 2.3.1 平衡计分卡(BSC) ...................................................................................... 6 2.3.2 360 度绩效考核................................................................................................ 7 2.3.3 目标管理法(MBO)..................................................................................... 8 2.3.4 关键绩效指标法(KPI) ............................................................................... 9 2.4 本章小结................................................................................................................... 10 3 农发行定边县支行员工绩效考核现状分析...................................................................... 11 3.1 农发行定边县支行概况........................................................................................... 11 3.1.1 农发行简介.................................................................................................... 11 3.1.2 定边县简介.................................................................................................... 11 3.1.3 农发行定边县支行简介................................................................................ 12 3.2 农发行定边县支行绩效考核调查........................................................................... 14 3.3 农发行定边县支行员工绩效考核方案存在的问题............................................... 20 3.4 农发行定边县支行员工绩效考核方案存在问题的成因分析............................... 21 3.5 本章小结................................................................................................................... 22 4 农发行定边县支行员工绩效考核方案的优化.................................................................. 23 4.1 农发行定边县支行战略目标................................................................................... 23兰州交通大学工商管理硕士(MBA)学位论文 - V - 4.2 农发行定边县支行绩效考核方案设计原则........................................................... 23 4.3 农发行定边县支行员工绩效考核方案改进设计................................................... 24 4.3.1 基于目标管理法的考核目标设置................................................................ 24 4.3.2 平衡计分卡四维度的 KPI 指标设计 ........................................................... 25 4.3.3 KPI 指标的逐级分解 ..................................................................................... 28 4.3.4 基于平衡计分卡的绩效考核体系设计........................................................ 31 4.3.5 考核结果的验收与反馈................................................................................ 32 4.4 本章小结................................................................................................................... 32 5 农发行定边县支行员工绩效考核优化方案保障措施...................................................... 33 5.1 合理制定任务目标................................................................................................... 33 5.2 明确岗位职责........................................................................................................... 33 5.3 加强考核沟通........................................................................................................... 34 5.4 规范考核流程........................................................................................................... 36 5.5 完善考核反馈与申诉制度....................................................................................... 38 致谢..................................................................................................................................40