A 银行 H 分行贷款评审人员绩效考核体系设计方案 A银行是我国专门从事中长期信贷业务的主力银行，多年来为我国经济社会 发展提供了大量的信贷支持。H分行作为A银行在H地区的分支机构，多年来累 计向H地区投放各类贷款超3000亿元。贷款评审作为银行贷款业务链条的重要环 节，对识别和防范信贷风险、保证信贷资产安全具有重要意义。A银行H分行高 度重视贷款评审工作，按照综合相关要求，并结合自身实际情况，建立了一整套 贷款评审和评审管理工作的机制，同时也以独具特色的贷款评审方法和体系，在 H地区中长期贷款业务中优势明显。然而，A银行H分行原有的贷款评审人员绩 效考核体系已远不能满足新环境下企业管理的要求，考核方法无法客观反映员工 的工作成绩，更无法有效提升员工的工作效率，从而进一步巩固和提高A银行在 中长期贷款评审业务中的优势。 本文首先总体介绍了A银行H分行的总体情况，以及其目前对贷款评审人员 的考核体系。之后总结了目前考核体系存在的诸如绩效考核目的模糊、考核主体 单一、指标设置不科学、结果不反馈等种种弊端，并运用绩效考核管理的相关理 论和方法对问题进行了系统分析，得出了目前该体系“与公司战略发展不匹配”、 “缺少岗位分析”“缺少对知识型员工的认识”及“考核主体的选择过于片面” 等四个深层次原因。本文第三部分利用目标管理法和360度绩效考核方法，对原 有体系进行了重新设计，提出了一套相对完整、科学的绩效考核体系。最后，本 文从绩效考核机构的搭建、考核实施流程的制定、考核结果的反馈及应用等方面， 对考核流程进行了完善。 本文设计的 A 银行 H 分行贷款评审人员绩效考核体系坚持了针对性原则、客 观公平原则、公开透明原则和沟通反馈原则。其中针对性原则使得该考核体系满 足了贷款评审工作的特殊性，考核的要素除了包括品质特征的基本要素和指标 外，还包括了一些行为表现或结果的特殊要素和指标，体现出所考核对象的性质II 和特点。客观性原则使得绩效考核标准尽量坚持了量化考核，将考核指标的尺度、 评价的标准尽量用数字和标准说明，尽可能的减少评价过程中的人为因素，减少 因人为因素造成的绩效考核结果的偏差，加强绩效考核结果的真实性。公开透明 原则使该体系更加强调贷款评审人员的参与沟通，提倡被考核对象在考核工作开 展中的全过程参与。沟通反馈原则保证了绩效考核目的的实现和作用的发挥。 为使得贷款评审人员绩效考核体系更加科学、合理，本文在绩效考核体系设 计的基础工作中首先进行了工作分析，并在此基础上形成了“A 银行 H 分行贷款 评审岗位说明书”，对贷款评审岗位在组织体系中的职能定位、主要职责、工作 内容、工作权限、工作关系、业绩标准、及任职资格等等基本因素进行了明确。 本文在绩效考核内容的设计中，考虑了主观考核和客观考核两个方面，其中 客观考核是指定量考核，主观考核为定性考核。并将考核内容设计为评审业绩、 综合能力和工作态度等三个方面。其中评审业绩作为最核心的考核内容，主要包 括考核员工评审计划完成情况、评审通过审议情况和评审质量的高低。综合能力 是从多角度、多方面对员工能力进行考核设计，主要包括总结概括能力、沟通协 调能力、分析判断能力、计划和执行能力、业务知识学习与运用能力等。工作态 度包括遵章守纪、积极进取、责任心、服务意识和合作意识等。围绕绩效考核内 容的三个方面，本文设计了考核的具体指标，并对考核指标核考核主体的权重进 行了合理地分配。 由于本人研究能力的不足，本的研究尚有诸多不足，如对绩效考核结果 如何与职级晋升、岗位调整、薪酬分配等挂钩，如何根据绩效结果反馈的实际效 果调整和完善考核体系等都缺少深入研究。在此，笔者希望通过本的写作， 起到抛砖引玉之效，为银行贷款评审人员绩效考核体系设计的研究提供一些思 路，同时也希望经过新的考核体系设计方案的实施，对 A 银行 H 分行贷款评审工 作的健康发展起到一定的促进作用。 关键词， 绩效考核，银行，贷款评审III Abstract The evaluation system design of the credit assessment staffs in A Bank H Branch A Bank is specialized in medium-to long-term lending. Being a leading bank in business, A Bank has provided many credit support to China’s economic and society development. As a sub-branch of A Bank H Province, A Bank H Branch has disbursed RMB 300 billion to projects in H over the past years. The credit evaluation is an important process to the chain of the banks’ credit operation. It is significant to indentify and prevent credit risk and to guarantee the credit assets’ safety. The A Bank H Branch has given profound attention to credit evaluation and establish a whole set of credit evaluation and management working procedure based on certain related requirements and the bank’s own practical situation. At the mean time, this credit evaluation system has its own specialties, which is distinguished and dominant the medium to long terms lending business among H Province. However, since the commercialized procedure has been deepened, this evaluation system can no longer meet the enterprise’ management capacities under the new environment. The system cannot reflect the staffs’ working performance objectively and cannot increase the operation efficiencies. This results in failure of consolidating and improving the A Bank’s current leading status in medium to long –terms of lending evaluating performance. This essay firstly introduce the general situation of A Bank H and the current evaluation system to assess the credit assessment staffs. Then it summarized the shortcomings of the current evaluation system, for example, the indistinct in evaluation items, the principal part of evaluation is too simple, the target setting is not scientific and no feedback in the results etc. Then it uses the performance evaluation related theory and method to analysis the problems, and concludes there are four in-deep causes to the problems: this current is “not matching the company’s development strategy”, “lack in post analysis”, “lack in recognizing the intellectiveIV staffs” and “taking a one-sided view in selecting the evaluation target”. The third part of the essay uses the target-management method and 360- angle performance evaluation to re-design the existing system. It raises a set of complete and scientific performance evaluation system comparatively. At last, this essay improves the procedure of evaluation by focusing on establishing the performance evaluation institute, establishing the jmplement procedure, and giving feed back of the evaluation results. The credit assessment staff performance evaluation system designed in this essay is insisted to the principal of pertinency, fair and objective, equitable and transparency, communicate and feedback. The insistency ensures the evaluation system met the specialties of work of credit assessment. The elements of evaluation not only include the fundamental basics and index, but also some behavioral expression of the special elements or index in results, which reflect the nature and specialty of the evaluation target. The objectivity makes the stander of performance evaluation using the quantization and explains the evaluation standard using numbers, which minimized the artificial factors and the deviation they caused to the evaluation results. This enhances the realistic in the performance assessing results. The transparency makes the system emphasis more on the credit assessment staffs joining the communication. It recommends the assessing staff to participate in the whole evaluation process. The communicate and feedback principal ensures that the performance evaluate objective can be achieved hence its function can be effective. To make the performance evaluation system more scientific and reasonable, this essay firstly carries on working analysis in the fundamental of the evaluation system and generates the “A Bank H Branch Credit assessment manual book”. This book definite the fundamental elements like career definition, main responsibility, working content, authorities and relationships, the standard of performance and qualification etc. During the designing the content of the performance evaluation, this essay gives a consideration on both of the subjective and objective sides. The objective side is quantitative determination evaluation and the subjective is the evaluation on qualitative determination. The essay also designs the content of evaluation on three aspects: assessing performance, overall ability and working attitude. Among which the assessing performance is the core evaluation content, including theV accomplishment of the evaluation plan, the adoption results of evaluation and the quality of the evaluation. The overall ability part is designed on multi-a