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中文摘要
在商业银行竞争白热化的今天，产品、技术、资本规模等竞争优势越来越
容易被竞争对手所模仿，而人力资源作为企业竞争优势中难以模仿的一种特定
资源，是企业保持核心竞争力，决定竞争成败的关键因素。绩效管理作为人力
资源管理的核心问题，与人力资源的任何一个环节都有着千丝万缕的联系。当
今人力资源管理领域的重要课题就是真正构建有效提高员工绩效水平、有力推
动企业整体业绩提升的综合体系。因此，越来越多的管理者意识到，绩效管理
对企业战略目标的实现具有重要意义。

随着国家西部大开发战略和云南省建设绿色经济强省、民族文化强省和中
国面向西南开放的“桥头堡”的“两强一堡”战略的实施，云南省迎来了新一
轮加快发展的重要战略机遇期，这也为工商银行云南省分行营业部加快发展速
度提供了良好机遇。同其他商业银行相比，工商银行云南省分行营业部总体规
模大，资产质量较好，但由于规模庞大，员工素质参差不齐，管理机制的
灵活性有待进一步增强，竞争力亟待提高。同时，人才流动频率上升、人
才流失的加大也是工商银行面临的一个严峻的问题。怎样正确评价员工的
工作业绩、怎样更好的激励和促进员工工作、怎样使员工的工作目标与银
行的战略目标一致成为银行管理者必须重视和解决的重要问题。

本文首先对绩效管理的基本概念、内容、体系及常用的绩效评估方法
做了阐述，并分析了工商银行云南省分行营业部现有的绩效管理体系。随
后，论文作者向工商银行云南省分行营业部 200 名不同职位、不同年龄、
不同岗位的员工发放了针对本行绩效管理问题的调查问卷，并对回收的 196
分有效问卷进行主题分析。通过问卷调查、理论分析以及作者日常工作中
所了解的情况，总结出了现有绩效管理体系存在的一系列问题，并针对这
些问题，提出了相应解决方法以完善工商银行云南省分行营业部绩效管理
体系，为工商银行云南省分行营业部绩效管理工作的开展提供了一定的参
考和借鉴。

关键词：商业银行；绩效；绩效管理
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Abstract
Today under the fierce completion of commercial banks, advantages are easier to
be imitated by competitors as products, technology and capital. However advantage
as human resource is the key factor for success, which could not be imitated.
Performance management is the key issue of human resource. All processes among
human resource are related with performance management. Now the main issue on
human resource management is to construct the effective performance management
and to promote the comprehensive system which could enhance the enterprise
performance. So, more and more managers consider performance management
important to the strategic objects of the corporate.
Yunnan province meets the new opportunity for key era as fast development,
under the strategy of Western Development and with implement of policies as green
economy and national culture province. Yunnan is the bridge head of south west
develop of China, which provides the chance for fast development of ICBC Yunnan
Branch. Compared with other banks, ICBC Yunnan Branch has a great scale and
better capital quality. For these advantages, the Branch has different employees with
diversified talents. It is urgent to increase the flexibility of management., so is the
competition ability. Meanwhile, they are great problems to ICBC as mobility of talent
and brain drain. How to evaluate staff performance and how to motivate and promote
the staff, and how to make the object of employee comply with the strategy of bank.
Such questions should be considered and settled by bank managers.
Firstly, the thesis describes concepts, content, system and evaluation methods of
performance management. It analyzes current performance system of ICBC Yunnan
Branch. Then, author did the survey among 200 employees in Yunnan Branch, who
have different titles, positions and ages. The subject analysis is made in the returned
196 pieces of questionnaires. The thesis concludes series of problems in current
performance management system by questionnaire, theory analysis and experiences
of author. Aiming at these problems, it provides the solutions to complete the system
the current system of Yunnan Branch. It also provides the proposal and could be