【作者】 柳海亮；

【导师】 王征兵；

【作者基本信息】 西北农林科技大学 ， 农业经济管理， 2006， 硕士

【摘要】 在经济全球化和金融一体化以前所未有的广度和深度发展的当今世界,一个国家经济上的强大必须有强大的金融作为后盾。而目前我国商业银行的国际竞争力与世界大银行相比仍然存在着较大的差距,面对入世的挑战,商业银行业的改革,必须按照经营货币的企业属性和现代金融企业制度的要求,从局部性的业务经营管理体制改革,进入治理结构和运行机制改革等核心层面的整体改革。而建立和完善符合现代商业银行要求的人事制度与激励约束机制,是其中不可或缺的关键环节。银行要加快建立现代金融企业,就必须围绕这一核心问题,推进人事与激励与约束机制改革。其中,激励机制是银行监督、控制和分配制度的核心,而建立科学的绩效指标评价体系是完善激励机制的关键。绩效评价,作为人力资源管理最重要的管理工具之一,是员工调任、升迁、加薪等重大人事决定的主要参考指标来源,也是实施员工激励的重要基础。银行作为特殊的企业,其经营业务的特殊性以及其在国民经济中所处地位的特殊性决定了其员工绩效评价制度的建立既有一般企业的共同特征又要考虑到其作为金融企业的特殊需求。商业银行是经营货币的特殊企业,从商业银行的发展历程来看建立一套科学合理的人事管理制度既是现代企业的要求,也是商业银行本身发展的需要。银行间的竞争归根结底是银行员工之间的竞争,而如何管理好自己的员工,激发员工的工作热情,建立高效的团队,这些工作的开展都需要客观真实的评价自己的员工在工作中的绩效。目前我国商业银行对员工的绩效评价主要以员工自我年度工作总结为主,并没有按岗位目标体系和完成执行情况逐项评价,还是停留在以“德能勤绩”为主的定性评价阶段,容易脱离工作实际,主观上文过饰非;缺乏定量定性相结合的绩效评价标准体系,容易陷入“晕轮效应”,受员工身份,资历地位,人际关系影响较大。流于形式的绩效评价无法准确与报酬、晋升、调动、激励相挂钩,也无法准确提出员工工作技能、工作态度和开发培训的方案,起不到肯定成绩、发扬优点和发现问题的激励作用。论文规划为五章。第一章,导言。本章对商业银行员工绩效评价的研究背景、目的和意义、国内外研究动态、本文的研究思路和研究方法等进行论述。第二章,商业银行员工绩效评价的理论方法与现状问题。本章对商业银行员工绩效评价的概念、基本理论和评价方法进行概述,并阐述了商业银行员工绩效评价的重要性和紧迫性,在此基础上指出我国商业银行对员工绩效评价中存在的问题缺陷。第三章,商业银行员工绩效评价体系的构建。从绩效评价的整个体系实施来看,它有三个阶段:一是前期准备阶段,二是实施记录阶段,三是评价奖惩阶段。银行经营连续不断,评价也循环往复。绩效评价工作只有在循环往复的过程中才能得到修正和完善,绩效意识、绩效行为也只有在绩效评价的循环往复中得到强化。本章首先对银行员工的岗位进行分析,以利于制定有效的绩效评价,其次制定工作目标并在此基础上设计考核指标和考核内容,最后制定考核改进计划。第四章,商业银行员工绩效的分层评价。商业银行是由不同类别和层次的员工组成的,如管理人员、营销人员、一线临柜人同等。不同的人员,在商业银行中所承担的工作和职责不同,其贡献度也不尽相同。因此,在对商业银行员工绩效进行评价时,应按照人员的工作特点,采用不同的考核方法,以真实考核各类人员的工作绩效。第五章,商业银行员工综合评价体系的实施机制。本章分别从员工绩效评价组织机制、员工绩效评价结果的反馈机制、建立与绩效挂钩的员工激励机制这三个方面论述综合评价的效果,并在此基础上对员工得到的效果进行客观合理的分析得出一个较为真实的员工工作评价也为今后商业银行人力资源开发与管理工作打下基础。更多还原

【Abstract】 With the rapid development of economic globalization and finance unification nowadays, the mightiness of a country must be based on the powerful finance. However, there are still great gap between the international competitive ability of the commercial bank in China and that of large banks abroad. With the challenge of entering WTO, the reform of commercial bank must focus on the father structure and running mechanism according to the requirement of cooperation property on monetary management and modern financial enterprise institution. Thus, the establishment and consummation of personnel system, inspiriting and restricting system according with the requirement of commercial bank are necessary key points. For a bank to quick up the establishment of financial enterprise, it must boost the personnel inspiriting and restricting system focusing on this core issue.Hereinto, inspiriting system is the nucleus of bank supervising, dominating and distributing, thus establishment of scientific performance index evaluation system is the sticking point of perfecting the inspiriting system. Evaluation system, as one of the most important management tools for personnel administration, is the major reference guideline of the big personnel decision, such as staff transferring, promoting, raising, etc, and also the crucial basis of carrying out the employee inspiration. The bank, as a special enterprise, the particularity of its management business and its position in national economy determine that the establishment of Performance Evaluation System of Commercial Bank Employees should have the sharing characteristics of the general enterprises and also have the particular requirement as financial enterprise.Commercial bank is particular enterprise of managing monetary. From the evolution of commercial bank, setting up a scientific and reasonable personnel management system is not only the requirement of modern enterprise but also the necessity of the self-development of the commercial bank. The competition among the banks is all in all the competition among the bank employees. But how to manage our employees, stimulate their passion for working and build up highly efficient work team need objectively evaluate the performance of their work. At present, the evaluation of employees’ performance in commercial bank is based on their self summery in their work, instead of on their post objective system and their fulfillment, which is still based on the stage of "morality, ability and diligence". Therefore, this results in being divorced from working reality, subjectively covering up one’s errors, lacking of performance evaluation system combined with quantum and qualitative analysis, thus easily being sucked into "halo effect" , which is greatly influenced by their identity, status and interpersonal relationship. The performance evaluation focused on format cannot be closely linked with their salary, promotion, transformation and stimulation, neither can correctly propose project in terms of working skills, attitudes, development and training, whichThe thesis falls into five parts. Chapter One: Introduction. This chapter discusses about the research background, objectives, importance, research trend home and abroad, thought of line and research approaches. on the basis of which it discusses the performance evaluation employed by the commercial banks in China. Chapter Two: Summery of Performance Evaluation. This chapter focuses on the concept, necessity, aim and function of performance evaluation, which is the basis of the whole thesis. Also elaborated the commercial bank employee importance and urgency of the results evaluation, in this foundation ascend point out our country commercial bank to employee results evaluate existent problem blemish Chapter Three: Process of performance evaluation. From the single flow of performance evaluation, it has three stages. First is preparation, second is record, and third is award and punishment. The management of the bank is continuing and so is the evaluation. Performance evaluation can be modified and perfected, awareness and behavior of performance can be strengthened only in this circle. Chapter Four: The practice of performance evaluation on the employees in commercial banks. Commercial banks are made up of different layers and classifications of staff, such as management staff, sales staff and counter clients. Different people take different jobs and responsibilities, thus different contributions. So when evaluating the performance of employees, we should adopt various checking methods according to their working features in order to effectively evaluate their performance Chapter Five: the result and application of comprehensive evaluation of employees. It starts with the determination and feedback of performance evaluation, the establishment of inspiring system connected with their performance, on the basis of which we can objectively and reasonably analyze employees’performance, then lay a foundation for future human resources development and management of the commercial bank.更多还原