【作者】 刘亮；

【导师】 赵涛；

【作者基本信息】 天津大学 ， 工商管理， 2020， 硕士

【摘要】 近年来,我国经济结构面临不断调整,国内中小商业银行面临着巨大的转型压力,特别是对于城市商业银行,未来的经营方式正在面临从重规模向要效益的发展方向转变。跨越式发展零售业务,坚定投行,资管业务发展方向,回归服务实体经济已成为发展的共识。我国城市商业银行主要扎根于地方省份,服务当地经济发展,一些规模较大的城商行正在跨区域经营,高速发展对管理水平的要求日益提高,而大多城商行的绩效管理水平较低,已无法满足当前经营发展。特别是支行的绩效考核,指标选择仍然以规模发展及财务指标为导向,缺乏与战略发展相联动,无法发挥战略指挥棒的作用,对于员工职业生涯的发展关注度偏低,员工队伍建设基础薄弱。支行员工绩效考核体系如何进行改进,为全行经营发展提供坚实制度保证,成为城市商业银行人力资源管理体系建设需要认真思考的问题。本文首先对绩效考核的基本理论,国内外商业银行绩效考核体系建设实践进行研究,并以J城市商业银行为例,结合现阶段城市商业银行经营管理现状,分析支行在日常绩效考核工作中存在的问题,针对与战略脱节,财务指标权重过重,员工职业发展关注度低等问题对绩效考核体系进行改进,体现战略导向,效益导向和员工导向。对改进后的绩效考核体系可能产生的预期效果进行预评估,同时提出相应配套保障措施,最后对改进后的方案应用可能产生的效果以及未来的绩效考核发展趋势做出展望。通过本次论文研究,能够对城商行支行的绩效考核体系搭建以及结合自身战略要求与经营特点选定考核指标等实践工作起到理论上的补充作用,为日常经营提供借鉴与参考。更多还原

【Abstract】 In recent years,China’s economic structure has faced constant adjustments,and domestic small and medium-sized commercial banks are facing tremendous pressure for transformation.Especially for urban commercial banks,the future business mode is facing a shift from a heavy scale to a development direction that requires benefits.It has become a consensus of development to develop retail business by leaps and bounds,invest in investment banking,develop asset management business,and return to serving the real economy.China’s city commercial banks are mainly rooted in local provinces and serve local economic development.Some large-scale city commercial banks are operating across regions.The rapid development of high-speed development requires increasingly high levels of management.However,most city commercial banks have low performance management levels,which is no longer possible.Meet the current business development.Especially for the performance evaluation of sub-branches,the selection of indicators is still guided by scale development and financial indicators.It lacks linkage with strategic development and cannot play the role of strategic baton.It pays little attention to the career development of employees and the foundation of the workforce is weak.How to improve the performance appraisal system of sub-branches to provide a solid system guarantee for the operation and development of the whole bank has become a problem that requires serious consideration in the construction of human resource management systems for urban commercial banks.This article first studies the basic theory of performance appraisal,the practice of domestic and foreign commercial bank performance appraisal system construction,and takes J city commercial bank as an example,combined with the current status of urban commercial bank management at this stage,analyzes the problems in the daily performance appraisal work of sub-branches.To improve the performance appraisal system in response to the problems of disconnection from strategy,excessive weighting of financial indicators,and low attention to employee career development,it reflects strategic orientation,benefit orientation,and employee orientation.Pre-evaluate the expected effect of the improved performance appraisal system,and put forward corresponding supporting measures,and finally make a prospect of the effect of the improved program application and the future performance appraisal development trend.Through the research of this thesis,it can theoretically supplement the practical work of the establishment of the performance evaluation system of city commercial bank sub-branches and the selection of evaluation indicators based on its own strategic requirements and operating characteristics,and provide reference and reference for daily operations.更多还原