摘要
近年来，随着同业竞争的日趋激烈、互联网金融异军突起、非银行类金融机构跨
业竞争加剧等因素影响，各大商业银行均在巨大的外部压力下展开了各种增强自身核
心竞争力的系统性创新。无论是对银行还是其他欧亿·体育（中国）有限公司，有效的人力资源管理与开发已
经成为企业获取竞争优势的重要途径，而绩效考核又是人力资源管理的重要组成部
分，被企业和员工越来越重视，在企业中起到的作用也越来越大。但是，我国大多数
企业实施绩效考核工作较晚，现有的绩效考核制度由于不完善、不健全、不科学等，
是导致员工满意度下降、效率不高、士气降低、人才流失、陷入发展瓶颈的重要原
因。如何设计和优化现行的绩效考核制度，建立起一套比较科学完善、符合企业发展
实际的绩效考核体系，对企业来说，是一个比较紧迫而重大的课题

本文在文献研究和理论综述的基础上，采用文献研究法、问卷调查法、深度访谈
与经验判断等方法，将建设银行商洛分行为研究主体，通过对绩效考核基本理论的研
究，在深入调查与分析银行现有绩效考核工作基础之上，总结出银行在员工绩效考核
体系中其中存在以下问题与不足：员工绩效考核制度不完善；员工绩效考核指标不健
全；绩效考核操作不规范；缺乏对考核结果的反思等。随后笔者结合银行自身发展情
况依据现代企业人力资源管理的要求，对建行商洛分行绩效考核体系从绩效考核制
度、考核指标、考核结果的评定，以及考核结果的应用四个方面进行了优化，建立了
一套相对比较合理且适合银行自身情况的绩效考核体系，并提出具体可行的保障措
施

建设银行商洛分行的绩效考核问题对于传统银欧亿·体育（中国）有限公司而言具有普遍性，支行在后期
的考核工作中采用了本文的研究成果，通过比较发现优化后的员工考核体系更加全面
与科学，同时员工对其满意度与认可度大大提升。另外此项研究成果也能够帮助其他
银行提高在员工绩效考核方面的管理水平，并对存在类似问题的欧亿·体育（中国）有限公司伙伴在一定程度
上起到参考作用

关键字：建设银行；绩效考核；考核指标；优化
研究类型：专题研究Subject ： Research on the Optimization of the PerformanceApprais
al System of the Employees of Construction Bank of China
pecialty ： Master of BusinessAdministration
Name ： Yang Ningning （Signature）1
Instructor ： Zhang Jinsuo （Signature）1
ABSTRACT
In recent years， with the increasingly fierce competition between the industry，
coupled with the rapid development of the Internet industry， non bank financial institutions
across the industry competition， the trend of financial disintermediation intensified and
other factors， the major commercial banks are under intense external pressure carried out
systematic innovation enhance their core competitiveness. No matter whether the bank or
other industries， management and development of human resource effectively has become
an important way for enterprises to gain competitive advantage， and performance appraisal
is an important part of human resource management， is the enterprise and the staff more and
more attention to its role in enterprises is also increasing.However， the implementation of
the performance appraisal work late in most enterprises in our country ， the existing
performance appraisal system is not perfect， because of lack of science， is the decline in
employee satisfaction， efficiency is not high， morale， brain drain， into the bottleneck
of the development of important reasons.How to design and optimize the current performance
evaluation system， to establish a set of more scientific and perfect， in accordance with the
actual performance appraisal system for enterprise development， for the enterprise， is a
more urgent and significant issue.
On the basis of literature research and theoretical review， this paper uses the method
of questionnaire survey ， interview and induction to select the ShangLuo branch of the
Construction Bank as the research object，From the basic theory of performance appraisal，
based on the existing performance appraisal system of ShangLuo branch of the Construction
Bank ， we find that the bank has the following problems in the performance appraisal
system””The staff performance appraisal system is not perfect; the staff performance
appraisal index is not perfect; the performance appraisal in the implementation process has
passed through the field， the formalism; the lack of the examination result reflection and soon.Then according to the modern enterprise human resources management requirements and
the bank&39;s own development goals， to evaluate the ShangLuo branch performance appraisal
system from the performance appraisal system， evaluation content and index， the results
of the appraisal， and four aspects of the application of assessment results were optimized to
establish a scientific and reasonable evaluation system of staff performance ， and put
forward specific and feasible measures.
The performance appraisal problems of Construction Bank ShangLuo branch is
universal for traditional banking， through this study， hope that the Construction Bank
ShangLuo branch through the application of the conclusions of the analysis and solution to
the current problem of the performance appraisal. In addition ， the research results can
provide some reference for the improvement of the traditional banking industry in the
management level of employees and management ， and play a positive role for other
industry partners in the field of similar problems.
Key words: Construction Bank; performance evaluation; evaluation index; optimization
Thesis ：Monographic Research目录
I
目录
1 绪论......1
1.1选题背景及研究意义... 1
1.1.1选题背景.1
1.1.2研究意义.2
1.2 国内外研究现状...........3
1.2.1国外研究现状.....3
1.2.2国内研究现状.....4
1.3研究内容、方法及技术路线... 6
1.3.1研究内容.6
1.3.2研究方法.7
1.3.3技术路线.8
2 绩效考核相关理论综述..........9
2. 1绩效考核的内涵与原则.......... 9
2.1.1绩效考核的内涵.9
2.1.1绩效考核的原则...........10
2.2绩效考核主要方法概述......... 11
2.2.1目标管理法.......11
2.2.2 360度考核法....12
2.2.3平衡记分卡法...12
2.2.
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