本文選題：郵儲(chǔ)銀行　切入點(diǎn)：績(jī)效考核　出處：《吉林大學(xué)》2013年碩士論文

【摘要】：知識(shí)經(jīng)濟(jì)時(shí)代下的市場(chǎng)競(jìng)爭(zhēng)日趨激烈，企業(yè)在運(yùn)營(yíng)發(fā)展中逐步將人力資源的有效管理作為企業(yè)維持競(jìng)爭(zhēng)優(yōu)勢(shì)的工具。人力資源管理對(duì)企業(yè)的運(yùn)營(yíng)發(fā)展影響重大，是維持并促進(jìn)企業(yè)運(yùn)轉(zhuǎn)的重要手段，其中最為有效的是員工的績(jī)效考核管理，績(jī)效考核可以對(duì)員工產(chǎn)生激勵(lì)和約束的作用，并能與企業(yè)的其他管理手段相結(jié)合共同為企業(yè)的發(fā)展目標(biāo)服務(wù)�？茖W(xué)有效的績(jī)效考核對(duì)企業(yè)發(fā)展具有重大意義，公平合理的績(jī)效考核體系有助于企業(yè)搭建合理的人才梯隊(duì)、保障企業(yè)發(fā)展目標(biāo)的順利施行，對(duì)提升員工工作績(jī)效、加強(qiáng)企業(yè)管理、增強(qiáng)企業(yè)綜合競(jìng)爭(zhēng)力意義重大。 近年來，我國(guó)銀行業(yè)的改革不斷深入，外資銀行的進(jìn)入、中小銀行的發(fā)展等都對(duì)郵儲(chǔ)銀行的發(fā)展帶來了巨大的挑戰(zhàn)，，郵儲(chǔ)銀行需要在二次轉(zhuǎn)型的過程中充分運(yùn)用績(jī)效考核等方法確保企業(yè)戰(zhàn)略目標(biāo)的完成。本文在分析現(xiàn)代績(jī)效考核的基本理論后，結(jié)合中國(guó)郵儲(chǔ)銀行現(xiàn)狀，對(duì)郵儲(chǔ)銀行XX分行的績(jī)效考核現(xiàn)狀進(jìn)行了全面的分析，指出存在考核目的定位不明確、指標(biāo)設(shè)定不科學(xué)、風(fēng)險(xiǎn)隱患意識(shí)薄弱等問題。 針對(duì)郵儲(chǔ)銀行績(jī)效考核中存在的問題，本文首先確定了績(jī)效考核體系設(shè)計(jì)的目標(biāo)和思路，提出以推進(jìn)績(jī)效分配改革、完善工效掛鉤機(jī)制為考核目標(biāo)，然后從分解目標(biāo)、制定崗位說明書及相關(guān)培訓(xùn)等方面對(duì)績(jī)效考核體系進(jìn)行組織，最后對(duì)績(jī)效考核體系的實(shí)施及結(jié)果反饋進(jìn)行了分析說明，并提出了相關(guān)的保障措施。本文對(duì)郵儲(chǔ)銀行績(jī)效考核的設(shè)計(jì)主要以加強(qiáng)綜合轉(zhuǎn)型營(yíng)銷為主，具有可行性與實(shí)用性，希望能為其他銀行的績(jī)效考核管理提供參考。
[Abstract]:In the era of knowledge economy, the market competition is becoming more and more fierce. In the course of operation and development, enterprises gradually regard the effective management of human resources as a tool for enterprises to maintain their competitive advantage.Human resource management has a great impact on the operation and development of the enterprise, and it is an important means to maintain and promote the operation of the enterprise, among which the most effective is the performance appraisal management of the staff, and the performance appraisal can produce the function of incentive and restraint to the staff.And can be combined with other management means of enterprises to jointly serve the development objectives of enterprises.Scientific and effective performance appraisal is of great significance to the development of enterprises. A fair and reasonable performance appraisal system is helpful for enterprises to set up reasonable talent echelons, to ensure the smooth implementation of enterprise development goals, and to improve the performance of employees.It is of great significance to strengthen enterprise management and enhance the comprehensive competitiveness of enterprises.In recent years, the reform of China's banking industry has been deepening, the entry of foreign banks and the development of small and medium-sized banks have brought great challenges to the development of postal savings banks.The Postal savings Bank needs to make full use of the performance appraisal method in the process of the second transformation to ensure the completion of the strategic goal of the enterprise.After analyzing the basic theory of modern performance appraisal, combined with the present situation of China Postal savings Bank, this paper makes a comprehensive analysis of the present situation of performance appraisal in XX branch of Postal savings Bank, and points out that the purpose of assessment is not clear, and the setting of index is not scientific.The risk hidden danger consciousness is weak and so on.In view of the problems existing in the performance appraisal of postal savings bank, this paper first determines the objectives and ideas of the design of the performance appraisal system, and proposes to promote the reform of performance distribution, perfect the work efficiency linkage mechanism as the assessment goal, and then decompose the objective from the point of view of the performance appraisal system.The performance appraisal system is organized in the aspects of job description and related training. Finally, the implementation of the performance appraisal system and the result feedback are analyzed and explained, and the relevant safeguard measures are put forward.In this paper, the design of postal savings bank performance appraisal is mainly to strengthen the comprehensive transformation marketing, which is feasible and practical, hoping to provide reference for the performance appraisal management of other banks.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F832.33

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