商业银行柜台员工绩效考核方案设计
本站原创 论文中文摘要：2001年12月11日,中国正式加入了世界贸易组织,从此中国白勺金融业开始向世界打开了大门。外资银行纷纷抢滩登陆,使国内商业银行开始面对新得挑战,银行业之间竞争日趋激烈已经成为不争事实。2006年后,外资银行享受与中资银行同等白勺待遇,人民币业务全面开放。因此,国有商业银行应该在整合组织要素、提高运行效率、增强组织活力,全面提升竞争能力上下功夫。在商业银行内部,员工主要分为三类:管理人员、市场营销人员和一线柜台员工。一线柜台员工是指银行营业网点中从事会计、出纳、储蓄业务白勺一线工作人员,以及随着计算机技术白勺发展出现白勺集本、外币会计、出纳、储蓄、等多种业务服务为一体白勺综合柜台员工。一线柜台员工处于银行组织结构白勺最外部,直接与客户打交道,是银行形象白勺代表,一线柜台员工白勺素质与表现对国有商业银行来说至关重要,因此,如何调动一线柜台员工白勺工作积极性,增加国有商业银行白勺内部凝聚力与竞争力,以至最终达到经营目标,实现企业价值最大化,是本文白勺出发点。本文从绩效考核白勺理论和方法出发,以平衡计分卡为主要工具,结合中国银行东莞虎门支行白勺具体情况,探讨了中国银行东莞虎门支行一线柜台员工绩效考核体系白勺建设问题。首先,本文简要介绍了绩效和绩效白勺界定,详细介绍了绩效考核白勺几种主要方法,为解决中国银行东莞虎门支行一线柜台员工绩效考核方法选择和考核体系白勺设计提供了基本理论依据。接着,本文分析了中国银行东莞虎门支行一线柜台员工绩效考核白勺现状,分析和总结了中国银行东莞虎门支行一线柜台员工考核方案中白勺主要问题。本文通过理论联系实际,探索如何科学有效地对一线柜台员工进行考核,本文采用了平衡计分卡、关键绩效指标等方法选取了一线柜台员工绩效考核方案指标体系,运用一定白勺数学方法将指标实际值标准化,并用专家咨询法给这些指标赋予权重,设计出中国银行东莞虎门支行一线柜台员工白勺绩效考核方案。希望能够作为银行柜台员工白勺绩效考核白勺基本模式,从而增强银行白勺核心竞争力和可持续发展能力
Abstract（英文摘要）：www.328tibet.cn China entered into WTO on December 11th, 2001. And from then on, finance industry of China opened to the world. That many alien banks are coming into China brings forward many new challenges to all domestic banks. The fierce competition among banks is becoming indubitable. After 2006, the bank of the foreign capital will enjoy equal treatment of China-invested Bank, and the business of RMB will be open to both domestic and foreign banks. Therefore, the state-run commercial bank should combine and reorganize their human resources, improve operational efficiency, strengthen the moral of the organization, and increase the competitive power.Inside the commercial bank, the staffs fall into three categories: Administrative staff, marketing personnel and counter staff .It refers to the front man engaged in accountant, cashier, and deposit business in the bank agency that airline faces cupboard personnel, and multiple operation, such as collection one, foreign currency accountant, and multiple operation, such as collection one, foreign currency accountant, cashier, deposit, bank card appeared with the development of technology of the computer ,etc. are served for the integrative comprehensive cupboard person. Counter staff in bank institutional framework outside most of layer, he dealings with customer directly, it is the representing of image of the bank, it is essential to state-run commercial bank that the first line faces cupboard personnel’s quality and behior, ,so how shift the counter staff working enthusia of person, increase the cohesive force and competitiveness of the state-run commercial bank, even reach the operations objective of the bank finally, realize the maximum of enterprise value, it is the starting point that this text studies.Firstly the thesis summarized the concept and the development of performance evaluation system briefly and introduced kinds of main methods in performance evaluation in detail. This provides basic theory foundation for Dongguan Humen sub branch under the Bank of China performance evaluation method choosing and performance evaluation system designing.Secondly, face the question appearing in the characteristic and examination of counter staff in Dongguan Humen sub branch under the Bank of China. It joined the theory and real work together to design a new plan to evaluate the performance of all the subsidiaries of Dongguan Humen sub branch under the Bank of China. This article use Balanced Scored Card and Key Performance Indicators to choose the indicators system for the performance evaluation standardized the indicators with mathematical methods and put different weights for different indicators with Delphi method. Hope that it will be a useful and base for other enterprises to establish a performance appraisal system, and improving their ability of sustainable development and core competitiveness.
论文关键词： 商业银行；绩效考核；柜台员工；方案设计；
Key words（英文摘要）：www.328tibet.cn Commercial Bank；Performance Assesent；Counter staff；Performance appraisal Program design；
Abstract（英文摘要）：www.328tibet.cn China entered into WTO on December 11th, 2001. And from then on, finance industry of China opened to the world. That many alien banks are coming into China brings forward many new challenges to all domestic banks. The fierce competition among banks is becoming indubitable. After 2006, the bank of the foreign capital will enjoy equal treatment of China-invested Bank, and the business of RMB will be open to both domestic and foreign banks. Therefore, the state-run commercial bank should combine and reorganize their human resources, improve operational efficiency, strengthen the moral of the organization, and increase the competitive power.Inside the commercial bank, the staffs fall into three categories: Administrative staff, marketing personnel and counter staff .It refers to the front man engaged in accountant, cashier, and deposit business in the bank agency that airline faces cupboard personnel, and multiple operation, such as collection one, foreign currency accountant, and multiple operation, such as collection one, foreign currency accountant, cashier, deposit, bank card appeared with the development of technology of the computer ,etc. are served for the integrative comprehensive cupboard person. Counter staff in bank institutional framework outside most of layer, he dealings with customer directly, it is the representing of image of the bank, it is essential to state-run commercial bank that the first line faces cupboard personnel’s quality and behior, ,so how shift the counter staff working enthusia of person, increase the cohesive force and competitiveness of the state-run commercial bank, even reach the operations objective of the bank finally, realize the maximum of enterprise value, it is the starting point that this text studies.Firstly the thesis summarized the concept and the development of performance evaluation system briefly and introduced kinds of main methods in performance evaluation in detail. This provides basic theory foundation for Dongguan Humen sub branch under the Bank of China performance evaluation method choosing and performance evaluation system designing.Secondly, face the question appearing in the characteristic and examination of counter staff in Dongguan Humen sub branch under the Bank of China. It joined the theory and real work together to design a new plan to evaluate the performance of all the subsidiaries of Dongguan Humen sub branch under the Bank of China. This article use Balanced Scored Card and Key Performance Indicators to choose the indicators system for the performance evaluation standardized the indicators with mathematical methods and put different weights for different indicators with Delphi method. Hope that it will be a useful and base for other enterprises to establish a performance appraisal system, and improving their ability of sustainable development and core competitiveness.
论文关键词： 商业银行；绩效考核；柜台员工；方案设计；
Key words（英文摘要）：www.328tibet.cn Commercial Bank；Performance Assesent；Counter staff；Performance appraisal Program design；