【作者】 汪洋；

【导师】 熊正德； 冷梅；

【作者基本信息】 湖南大学 ， 工商管理硕士（MBA）（专业学位）， 2023， 硕士

【摘要】 放眼当下,经济的发展既要依托国内市场,又要打通国外市场。因此,唯有实现国内外双循环才能使得国家整体经济在全球经济萧条下仍处在蒸蒸日上的状态中。同时社会整体大环境也在不断进步,中国现在正处于第二个百年的关键时间节点。但是全球疫情的持续蔓延,加上国家采取的“双减”政策,让许多人才都面临着就业难和失业的问题。为了提高自身竞争力、实现稳中求进的发展目标和科学化的人才管理,光大银行江西村镇银行开始在管理过程中越发重视员工的未来发展及效率提升,并且绩效考核也将有助于管理者对员工的培养与激励。本文以光大银行江西村镇银行为对象,全面科学的研究了其员工绩效考核存在的问题。由于光大银行江西村镇银行存在管理者缺乏绩效考核概念、绩效考核与公司战略脱节、员工对绩效考核认识不足、银行企业文化较弱等原因,导致光大银行江西村镇银行在员工绩效考核的实施过程中存在以下四个方面的问题,工作态度、指标权重、考核流程和结果应用。按照公平原则、激励性原则、战略导向原则、过程性原则,本文从指标体系、考核流程、考核反馈、结果运用等四个方面入手,引用KPI、AHP等相关方法健全指标体系,优化流程和时长,完善反馈和结果应用设计出科学全面的光大银行江西村镇银行员工绩效考核方案。从动员、培训、运行和维护四个维度对员工绩效考核实际执行提供了相应的实施步骤。讨论了员工绩效考核改进的实施保障,并对改进后的员工绩效考核效果进行了预估。本研究成果可望为光大银行江西村镇银行增强竞争力、提升银行管理水平、激发员工积极性提供参考价值。同时,本成果对其它村镇银行制定科学的员工绩效考核方案也将起到一定的借鉴价值。更多还原

【Abstract】 Looking at the current situation,economic development needs to rely on both domestic and foreign markets.Therefore,only by achieving a dual cycle at home and abroad can the overall national economy remain thriving despite the global economic recession.At the same time,the overall social environment is also constantly improving,and China is currently at a critical time point in the second century.However,the continuous spread of the global epidemic,coupled with the "double reduction" policy adopted by the country,has left many talents facing difficulties in employment and unemployment.In order to improve its competitiveness,achieve the development goal of seeking progress while maintaining stability and scientific talent management,Jiangxi Rural Bank of Everbright Bank began to pay more attention to the future development and efficiency improvement of employees in the management process,and performance appraisal will also help managers to cultivate and encourage employees.This article takes Jiangxi Rural Bank of Everbright Bank as the object and comprehensively and scientifically studies the problems in its employee performance appraisal.Due to the lack of performance evaluation concepts among managers,disconnection between performance appraisal and company strategy,insufficient understanding of performance appraisal among employees,and weak corporate culture of Jiangxi Rural Bank of Everbright Bank,there are four issues in the implementation process of employee performance appraisal: work attitude,indicator weight,evaluation process,and application of results.According to the principles of fairness,motivation,strategic orientation,and process,this article starts from four aspects: indicator system,assessment process,assessment feedback,and result application.Relevant methods such as KPI and AHP are used to improve the indicator system,optimize the process and duration,improve feedback and result application,and design a scientific and comprehensive employee performance appraisal plan for Jiangxi Rural Bank of Everbright Bank.Corresponding implementation steps are provided for the actual implementation of employee performance appraisal from the four dimensions of mobilization,training,operation,and maintenance.We discussed the implementation guarantee for improving employee performance appraisal and estimated the effectiveness of the improved employee performance appraisal.The results of this study are expected to provide reference value for Jiangxi Rural Bank of Everbright Bank to enhance its competitiveness,improve bank management level,and stimulate employee enthusiasm.At the same time,this achievement will also have certain reference value for other rural banks to develop scientific employee performance appraisal plans.更多还原