近年来，随着世界经济贸易体系的不断扩大，在传统的5大商业银行、3大 政策性银行之外，越来越多的地方性银行不断出现，占据着银行市场。农发行作 为政策性银行，虽然在个人储蓄方面没有面临较大压力，但面对逐渐饱和的市场 份额，越来越激烈的市场竞争，同样需要提升自身的综合竞争力。现在的市场竞 争离不开人才的储备和培养，良好的人力资源管理创造良性竞争环境，而优质的 绩效考核方法则是提高核心人才主观能动性，创造良好的工作氛围的重要因素。 现阶段，随着农发行业务范围的不断发展与壮大以及业务量的增加，员工绩效考 核存在的问题也逐渐显现，考核中存在的平均主义现象，员工工资与员工业务量 不匹配的情况，常常消磨了员工的工作积极性。因此，优化绩效考核方法，调动 员工的积极性和主动性，对推动业务发展有着重要的意义。 本文在上述背景下，以WD支行为例，展开农发行绩效考核优化的相关研 究。本文首先对绩效考核的背景、理论方法及相关文献资料等进行介绍；其次对 常见的绩效考核方法进行介绍；结合问卷调查结果，对WD支行现阶段的绩效 考核方法及存在的问题及成因进行分析；并结合当今常用的绩效考核方法，结合 农发行WD支行的实际情况，设计对应的绩效考核优化方法，并分析提出了此 方法的实施保障前提要素，以更好的对优化后的绩效考核方法进行实践和应用。 关键词：绩效考核；KPI；BSC；OKR；政策性银行 昆明理工大学专业硕士学位论文 农业发展银行员工绩效考核优化研究——以WD支行为例 II ABSTRACT In recent years, with the continuous expansion of the world economic and trade system, in addition to the traditional five major commercial banks and three policy banks, more and more local banks are emerging, occupying the banking market. Agricultural Development Bank, as a policy bank, has not faced great pressure in personal savings, but in the face of gradually saturated market share and increasingly fierce market competition, it also needs to improve its comprehensive competitiveness. The current market competition can not be separated from the reserve and training of talents. Good human resource management creates a benign competitive environment, and high-quality performance appraisal method is an important factor to improve the subjective initiative of core talents and create a good working atmosphere. At this stage, with the continuous development and expansion of business scope and the increase of business volume of Agricultural Development Bank of China, the problems existing in the performance appraisal of employees are gradually emerging. The equalitarianism phenomenon in the appraisal, the mismatch between the employees' wages and the business volume of employees, often kill the enthusiasm of employees. Therefore, it is of great significance to optimize performance appraisal methods and mobilize employees' enthusiasm and initiative to promote business development. Under the above background, taking WD sub branch as an example, this paper studies the optimization of performance appraisal of agricultural development bank. Firstly, this paper introduces the background, theoretical methods and relevant literature of performance appraisal; secondly, it introduces the common performance appraisal methods; combined with the results of questionnaire survey, it analyzes the performance appraisal methods, existing problems and causes of WD sub branch at this stage; and combined with the current common performance appraisal methods, combined with the actual situation of ABC WD sub branch, it designs the corresponding In order to better practice and apply the optimized performance appraisal method, the paper puts forward the premise elements of the implementation of this method. Key words: performance appraisal;KPI;BSC;OKR;policy bank 昆明理工大学专业硕士学位论文 农业发展银行员工绩效考核优化研究——以WD支行为例 i 目 录 摘要 ...................................................................................................... I ABSTRACT .......................................................................................... II 第一章 绪论 ...................................................................................... 1 1.1选题背景及研究意义 .................................................................. 1 1.1.1选题背景 ................................................................................ 1 1.1.2研究意义 ................................................................................ 1 1.2国内外研究现状 .......................................................................... 2 1.2.1国外研究现状 ........................................................................ 2 1.2.2国内研究现状 ........................................................................ 3 1.2.3国内外文献述评 .................................................................... 4 1.3研究思路及研究内容、研究方法、研究路线 ......................... 5 1.3.1 研究思路及研究内容 ........................................................... 5 1.3.2研究方法 ................................................................................ 5 1.3.3研究路线 ................................................................................ 6 第二章 相关概念的界定 .................................................................. 7 2.1绩效 .............................................................................................. 7 2.2 绩效考核 .................................................................................... 8 2.2.1绩效考核界定 ........................................................................ 8 2.2.2绩效考核与绩效管理的比较................................................ 8 2.3主要的绩效考核方法 ................................................................ 10 2.3.1 目标管理法（MBO） ....................................................... 10 2.3.2 平衡计分卡（BSC） ......................................................... 11 2.3.3 关键绩效指标（KPI） ...................................................... 12 2.3.4 目标与关键成果法（OKR） ............................................ 13 2.4绩效考核方法对比选取 ............................................................ 13 2.4.1 平衡计分卡分析 ................................................................. 13 昆明理工大学专业硕士学位论文 农业发展银行员工绩效考核优化研究——以WD支行为例 ii 2.4.2 OKR、KPI、MBO比较 ..................................................... 14 第三章 农发行WD支行绩效考核现状及问题分析 ................... 16 3.1中国农业发展银行情况简介 .................................................... 16 3.2农发行WD支行简介 ............................................................... 17 3.3 农发行WD支行绩效考核现状 .............................................. 19 3.4支行绩效考核调查情况分析 .................................................... 21 3.4.1 调查问卷设计 ..................................................................... 21 3.4.2 调查结果分析 ..................................................................... 21 3.5 农发行WD支行绩效考核存在问题及成因分析 .................. 25 3.5.1农发行WD支行绩效考核存在问题 ................................. 25 3.5.2农发行WD支行绩效考核问题成因分析 ......................... 27 3.6本章小结 .................................................................................... 28 第四章 农发行WD支行绩效考核指标体系构建 ....................... 29 4.1支行愿景及目标 ........................................................................ 29 4.1.1支行愿景 .............................................................................. 29 4.1.2支行战略目标 ...................................................................... 29 4.2考核指标构建思路及原则 ........................................................ 30 4.3考核指标体系整体构建 ............................................................ 31 4.4关键考核指标选择 .................................................................... 32 4.4.1 财务衡量指标 ..................................................................... 32 4.4.2 客户衡量指标 ..................................................................... 33 4.4.3 内部流程衡量指标 ............................................................. 34 4.4.4 学习和成长衡量指标 ..............................................