中国建设银行城东支行绩效考核体系改进研究
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摘要
“不能衡量就不能管理”,企业业绩评价对企业经营管理具有导向性作用。成功的企业不仅仅关注短期的财务目标,更注重其长期健康持续的发展。中国建设银行城东支行要准确地衡量综合价值、把握竞争主动,就要选择更为合理的、兼顾财务和非财务指标的综合评价体系,把企业战略和具体实施通过绩效考核体系有机地结合起来。
本文以绩效考核是激励约束机制的核心、竞争发展需求为研究背景,以历史、理论、现实为研究主线研究中国建设银行的绩效考核。选题的理论价值在于建立科学的绩效考核体系和有效的激励约束机制,其现实意义在于为中国建设银行城东支行快速、稳定、可持续发展提供参考。论文首先论述建立一套有效的绩效考核体系是应对激烈的市场竞争和外资银行的挑战,把股东、经营管理层的利益、行为统一起来,把银行、员工、客户等关系人的利益统一起来的纽带和桥梁,点明研究的意义。其次,从中国建设银行绩效考核的发展演进作为切入点,研究绩效考核理论及绩效考核目标的确立,以明确建立以经济增加值(EVA)为核心的绩效考核体系的优势。第三,从支行绩效考核现状分析及存在的问题比较、寻找改进和完善支行绩效考评体系的途径和方法。最后,从支行关键业绩指标的确定、部门绩效的考评、定性及定量指标的建立、员工绩效考核等方面研究支行绩效考核指标体系的设计。
本人长期在中国建设银行综合部门工作,作为城东支行的负责人深感绩效考核对企业生存与发展的重要性,对支行战略与员工职业生涯实现的重要性,通过本文的研究,希望对中国建设银行城东支行的管理有所借鉴和改进。但是,鉴于本人知识水平有限,本篇论文还存在许多不足,今后需要在工作实践中不断探索和完善,实施更有效的解决对策和方案。
"Management can not be measured can not be" business performance evaluation of the operation of the business plays a guiding role. Successful enterprises not only concerned about the short-term financial goals, pay more attention to its long-term sustained and healthy development. Chengdong branch of the Construction Bank of China to accurately measure the value of integrated, grasp the initiative of competition, we should choose a more reasonable, balanced financial and non-financial indicators of the comprehensive evaluation system and the implementation of corporate strategies and specific performance measurement system through organically integrate.
Based on performance appraisal is the core of incentive and restraint mechanisms and the development of competition needs to study the background and history, theory, the reality on the main line for the study of modern commercial banks performance evaluation. Topics of theoretical value lies in the establishment of the scientific performance appraisal system and effective incentive and restraint mechanisms, and its practical significance is Chengdong branch of the Construction Bank of China for rapid, stable and sustainable development of reference. First papers on the establishment of an effective performance appraisal system for dealing with the fierce market competition and the challenge of foreign banks, shareholders, the management of business interests, behavior and integrate the banks, employees, customers and other relations between the interests of the people of ties and bridges, highlighted the significance of the study. Secondly, from the bank performance appraisal evolved as a starting point to study modern commercial bank performance appraisal theory and the establishment of performance evaluation goals to establish a clear economic value-added (EVA) at the core of the performance appraisal system advantage. Third, from the branch of performance appraisal of the status quo and the existing problems, the search and improve the performance evaluation system of branches and via methods. Finally, from a branch of the determination of key performance indicators, sector performance evaluation, qualitative and quantitative indicators of the establishment, such as staff performance appraisal research branch performance evaluation index system design.
My long-term comprehensive department in the China Construction Bank, deeply performance appraisal survival and development of enterprises of the importance ofcorporate strategy and achieve career staff of the importance of the adoption of thistudy and hope to Chengdong branch of the Construction Bank of China help management and use for reference. However, in view of my limited knowledge, this paper there are still many deficiencies on the future needs of practical exploration of constantly explore and perfect the implementation of more effective countermeasures and programmes.
本文以绩效考核是激励约束机制的核心、竞争发展需求为研究背景,以历史、理论、现实为研究主线研究中国建设银行的绩效考核。选题的理论价值在于建立科学的绩效考核体系和有效的激励约束机制,其现实意义在于为中国建设银行城东支行快速、稳定、可持续发展提供参考。论文首先论述建立一套有效的绩效考核体系是应对激烈的市场竞争和外资银行的挑战,把股东、经营管理层的利益、行为统一起来,把银行、员工、客户等关系人的利益统一起来的纽带和桥梁,点明研究的意义。其次,从中国建设银行绩效考核的发展演进作为切入点,研究绩效考核理论及绩效考核目标的确立,以明确建立以经济增加值(EVA)为核心的绩效考核体系的优势。第三,从支行绩效考核现状分析及存在的问题比较、寻找改进和完善支行绩效考评体系的途径和方法。最后,从支行关键业绩指标的确定、部门绩效的考评、定性及定量指标的建立、员工绩效考核等方面研究支行绩效考核指标体系的设计。
本人长期在中国建设银行综合部门工作,作为城东支行的负责人深感绩效考核对企业生存与发展的重要性,对支行战略与员工职业生涯实现的重要性,通过本文的研究,希望对中国建设银行城东支行的管理有所借鉴和改进。但是,鉴于本人知识水平有限,本篇论文还存在许多不足,今后需要在工作实践中不断探索和完善,实施更有效的解决对策和方案。
"Management can not be measured can not be" business performance evaluation of the operation of the business plays a guiding role. Successful enterprises not only concerned about the short-term financial goals, pay more attention to its long-term sustained and healthy development. Chengdong branch of the Construction Bank of China to accurately measure the value of integrated, grasp the initiative of competition, we should choose a more reasonable, balanced financial and non-financial indicators of the comprehensive evaluation system and the implementation of corporate strategies and specific performance measurement system through organically integrate.
Based on performance appraisal is the core of incentive and restraint mechanisms and the development of competition needs to study the background and history, theory, the reality on the main line for the study of modern commercial banks performance evaluation. Topics of theoretical value lies in the establishment of the scientific performance appraisal system and effective incentive and restraint mechanisms, and its practical significance is Chengdong branch of the Construction Bank of China for rapid, stable and sustainable development of reference. First papers on the establishment of an effective performance appraisal system for dealing with the fierce market competition and the challenge of foreign banks, shareholders, the management of business interests, behavior and integrate the banks, employees, customers and other relations between the interests of the people of ties and bridges, highlighted the significance of the study. Secondly, from the bank performance appraisal evolved as a starting point to study modern commercial bank performance appraisal theory and the establishment of performance evaluation goals to establish a clear economic value-added (EVA) at the core of the performance appraisal system advantage. Third, from the branch of performance appraisal of the status quo and the existing problems, the search and improve the performance evaluation system of branches and via methods. Finally, from a branch of the determination of key performance indicators, sector performance evaluation, qualitative and quantitative indicators of the establishment, such as staff performance appraisal research branch performance evaluation index system design.
My long-term comprehensive department in the China Construction Bank, deeply performance appraisal survival and development of enterprises of the importance ofcorporate strategy and achieve career staff of the importance of the adoption of thistudy and hope to Chengdong branch of the Construction Bank of China help management and use for reference. However, in view of my limited knowledge, this paper there are still many deficiencies on the future needs of practical exploration of constantly explore and perfect the implementation of more effective countermeasures and programmes.
引文
[1]余芳艺.《论EVA在我国商业银行绩效考核中的运用》,金融经济,2006,7
[2]张中朝等.《商业银行绩效考核体系构建--个现实框架》,中央财经大学学报,2006
[3]张劲松等.《平衡记分卡原理与城市商业银行绩效考核》,企业研究,2006
[4]葛跃华等.《经济增加值在商业银行绩效考评中的应用研究》,金融论坛,2006
[5]蔡裕民等:《国有商业银行绩效考评体系比较与分析》,中国金融电脑,2006
[6]叶东凌.《EVA 评价体系在商业银行绩效管理中的应用》,福建金融管理干部学院学报2006
[7]张桂平.《中国商业银行再造》,中国金融出版社,2002
[8]李银珠 《风险管理的基础--构建商业银行内部风险评级体系》,武汉金融,2006
[9]黄明喜.《深化商业银行绩效考核的思考》,新疆金融,2006
[10]庞秀生等.《价值最大化和经济增加值》,经济出版社,2006
[11]郁炯彦.《探索国有商业银行渐进式的绩效考核和分配模式》,金融论坛,2006
[12]骆月敏《企业业绩评价理论与方法的演进历程及发展趋势》,财会通讯,2006;10
[13]刘佩方.《银行业绩评价中非财务指标的设置和作用》,新疆金融,2007
[14]杨锡怀.《企业战略管理》,北京高等教育出版社,1999
[15]夏新平等.《企业业绩评价指标体系的演进》,商业研究,2006
[16]童梅.《国有商业银行绩效考核中存在的问题和应对策略》,安康师专学报,2006
[17]张全等.《我国商业银行绩效的评价与分析》,财经论坛,2006
[18]戴相龙.《商业银行经营管理》,中国金融出版社,1998
[19]甘肃金融年鉴编委会.《甘肃金融年鉴》,甘肃人民出版社,2006
[20]何五星.《金融可持续发展导论》,西南财经大学出版社,2003
[21]曹建中.《平衡记分卡在商业银行绩效考核中的应用》,上海金融,2006
[2]张中朝等.《商业银行绩效考核体系构建--个现实框架》,中央财经大学学报,2006
[3]张劲松等.《平衡记分卡原理与城市商业银行绩效考核》,企业研究,2006
[4]葛跃华等.《经济增加值在商业银行绩效考评中的应用研究》,金融论坛,2006
[5]蔡裕民等:《国有商业银行绩效考评体系比较与分析》,中国金融电脑,2006
[6]叶东凌.《EVA 评价体系在商业银行绩效管理中的应用》,福建金融管理干部学院学报2006
[7]张桂平.《中国商业银行再造》,中国金融出版社,2002
[8]李银珠 《风险管理的基础--构建商业银行内部风险评级体系》,武汉金融,2006
[9]黄明喜.《深化商业银行绩效考核的思考》,新疆金融,2006
[10]庞秀生等.《价值最大化和经济增加值》,经济出版社,2006
[11]郁炯彦.《探索国有商业银行渐进式的绩效考核和分配模式》,金融论坛,2006
[12]骆月敏《企业业绩评价理论与方法的演进历程及发展趋势》,财会通讯,2006;10
[13]刘佩方.《银行业绩评价中非财务指标的设置和作用》,新疆金融,2007
[14]杨锡怀.《企业战略管理》,北京高等教育出版社,1999
[15]夏新平等.《企业业绩评价指标体系的演进》,商业研究,2006
[16]童梅.《国有商业银行绩效考核中存在的问题和应对策略》,安康师专学报,2006
[17]张全等.《我国商业银行绩效的评价与分析》,财经论坛,2006
[18]戴相龙.《商业银行经营管理》,中国金融出版社,1998
[19]甘肃金融年鉴编委会.《甘肃金融年鉴》,甘肃人民出版社,2006
[20]何五星.《金融可持续发展导论》,西南财经大学出版社,2003
[21]曹建中.《平衡记分卡在商业银行绩效考核中的应用》,上海金融,2006