互联网金融企业的异军突起和非银行类金融机构的跨业竞争，使 得商业银行之间的竞争日趋白热化，传统国有商业银行开始通过创新 转型、数字化经营和精细化管理以获得新的竞争活力。而人力资源管 理是国有商业银行转型发展和精细化管理中重要的一环，因此优化国 有商业银行现行的绩效考核流程和方法，对于提升国有商业银行竞争 力显得尤为重要。 本文在系统地回顾了绩效考核的相关研究的基础上，采用文献研 究法、问卷调查法、深度访谈与经验判断等方法进行调查和分析，发 现建设银行宁乡支行现有绩效考核工作存在考核沟通和反馈不到位、 考核指标设置不合理、考核缺少使用先进的数据处理系统以及考核结 果运用单一的问题，并针对这些问题提出运用大数据技术，以平衡计 分卡法为主，关键绩效指标法和 360 度法为辅，从确定考核方案的目 标和原则、选取和设置考核指标权重、整合考核数据系统、丰富考核 结果的运用这四个方面对建设银行宁乡支行绩效考核过程和系统进 行了优化，设计了一套便于管理者计算且有助于提升宁乡支行精细化 管理水平的数字化绩效考核方案，并从制度、组织、反馈、技术和思 想五个方面提出具体的保障措施。这套优化考核方案丰富了大数据技 术在商业银行基层支行的应用范围，帮助了商业银行基层支行提高员 工个人效能和精细化管理水平，为商业银行战略转型提供支持，对存 在类似问题的商业银行基层支行有一定借鉴意义。 关键词：绩效考核；平衡计分卡；精细化管理；大数据技术II ABSTRACT The emergence of Internet financial companies and the cross-industry competition of non-bank financial institutions have made the competition among commercial banks increasingly fierce. Traditional state-owned commercial banks have begun to gain new competitive vitality through innovative transformation, digital operation and refined management. Human resource management is an important part of the transformation and development of state-owned commercial banks and refined management. Therefore, optimizing the current performance evaluation process and methods of state-owned commercial banks is particularly important for enhancing the competitiveness of state-owned commercial banks. Based on a systematic review of relevant research on performance appraisal, this paper uses literature research methods, questionnaire survey methods, in-depth interviews and empirical judgments to conduct investigations and analyses, and finds that there is appraisal communication in the existing performance appraisal work of China Construction Bank Ningxiang Branch Inadequate feedback, unreasonable setting of evaluation indicators, lack of advanced data processing systems in the evaluation, and the use of single problems in the evaluation results. In response to these problems, the use of big data technology is proposed, mainly based on the balanced scorecard method, and the Key performance indicator method and the 360-degree method isIII supplemented by the four aspects of determining the objectives and principles of the assessment plan, selecting and setting assessment index weights, integrating the assessment data system, and enriching the application of the assessment results to optimize the performance assessment process and system of China Construction Bank Ningxiang Branch , Designed a set of digital performance appraisal programs that are easy for managers to calculate and help improve the level of fine management of Ningxiang branch, and put forward specific safeguard measures from five aspects: system, organization, feedback, technology and ideas. This optimized assessment plan has enriched the application scope of big data technology in the grassroots branches of commercial banks, helped the grassroots branches of commercial banks improve the personal efficiency and refined management level of employees, provided support for the strategic transformation of commercial banks, and provided support for commercial banks with similar problems. The grassroots branches have certain reference significance. Key Words: Performance evaluation; Balanced scorecard; Refined management; Big data technology目 录 摘要..........................................................................................................I ABSTRACT................................................................................................... II 1 引言...........................................................................................................1 1.1 研究背景及意义................................................................................1 1.1.1 研究背景.................................................................................... 1 1.1.2 研究意义.................................................................................... 2 1.2 文献综述........................................................................................... 3 1.2.1 商业银行绩效考核体系构建研究............................................3 1.2.2 商业银行绩效考核方法和内容研究........................................5 1.2.3 大数据技术在商业银行的应用研究........................................5 1.2.4 研究述评.................................................................................... 6 1.3 研究内容、方法及技术路径...........................................................6 1.3.1 研究内容.................................................................................... 6 1.3.2 研究方法.................................................................................... 7 1.3.3 技术路线.................................................................................... 8 2 绩效考核的相关理论与方法..................................................................9 2.1 绩效考核的激励理论........................................................................9 2.1.1 需求层次理论............................................................................92.1.2 双因素理论................................................................................9 2.1.3 公平理论..................................................................................10 2.2 绩效考核的主要方法......................................................................10 2.2.1 目标管理法..............................................................................10 2.2.2 关键绩效指标法......................................................................11 2.2.3 360 度考核法..........................................................................11 2.2.4 平衡计分卡法..........................................................................11 2.3 绩效考核信息系统的基本要素......................................................12 3 建行宁乡支行绩效考核的现状及存在的问题....................................14 3.1 建行宁乡支行基本情况..................................................................14 3.2 建行宁乡支行绩效考核的现状.....................................................14 3.2.1 绩效考核的办法制定和方法选取..........................................14 3.2.2 绩效考核的指标设定..............................................................15 3.2.3 绩效考核的模式......................................................................20 3.2.4 绩效考核的结果运用..............................................................21 3.3 建行宁乡支行绩效考核存在的问题..............................................22 3.3.1 考核沟通和反馈不到位..........................................................22 3.3.2 考核指标设置不合理..............................................................23 3.3.3 考核数据系统使用不够..........................................................24 3.3.4 考核结果运用单一..................................................................24 4 建行宁乡支行绩效考核的优化方案设计............................................264.1 绩效考核优化方案设计的目标及原则..........................................26 4.1.1 绩效考核优化方案设计的目标 ..........................................26 4.1.2 绩效考核优化方案设计的原则..............................................27 4.2 绩效考核优化方案指标设计..........................................................28 4.2.1 战略目标的设定......................................................................28 4.2.2 考核指标的选取............................................................