以文献阅读、问卷调查、访谈等方式对邮储银行 X 市分行的绩效考核现状
进行研究，发现邮储银行 X 市分行绩效考核存在对现代银行绩效管理理念理解
不到位、考核指标权重设置不科学、网点考核重结果轻行为、考评结果运用不
足、绩效考核缺乏透明性等诸多问题。为深入分析这些问题的根源和可行的解
决路径，本文对绩效考核的基本理论进行了综述，针对现有绩效考核存在的问
题进行了绩效考核方案的再设计。设计方案从两个层次、四个方面对全行的员
工进行了考核，增强了考核的全面性。同时，将一些定性指标也加入到考核的
过程中去，这可部分解决考核过程中重结果轻行为的问题。为保证再设计方案
的实施，一方面，分行应落实好实施标准化考核、保证考核过程透明化、实施
上下级互动考核、制定定性指标量表、考核结果挂钩实际利益等实施措施；另
一方面，要配套保障措施。主要有加强组织领导、强化专业人才队伍、制定考
核监督机制、加大绩效考核宣传力度等内容
关键词：邮储银行；绩效考核；问卷调查；层次分析法浙江理工大学硕士专业学位论文
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Abstract
Postal Savings Bank of China(PSBC), as traditional commercial industry, is
facing the stress of new situation and new forms, especially facing the pressure of
service upgrade, business update, management upgrade and many other
transformation upgrading. In the fierce market competition, the PSBC is
progressively realized that the essence of enterprise competition is the talent
competition, and reasonable performance appraisal is the last line of protection to
cultivate talents and retain talents. It’s meaningful to promotion the comprehensive
strength of the PSBC by performance appraisal redesign.
By literature reading, questionnaire, interview and so many ways to research the
current situation of performance appraisal the X branch, it found that the concept of
modern bank performance management is not in place, the establishment of
evaluation index weight is not scientific, site assessment results are paid more
attention than behavior, appraisal result is used insufficiently, the performance
appraisal is lack of transparency, and many other problems. For further analysis on
the cause of these problems and feasible way to solve, in this paper, the basic theory
of performance appraisal is summarized, aiming at the existing problems in
performance appraisal system to redesign a new performance appraisal. Design is
from the two levels and four aspects to assess the whole staff, enhancing the
comprehensive assessment. At the same time, some qualitative indexes are added to
the evaluation process, which can solve some light behavior problems. In order to
guarantee the implementation of the redesign program, on one hand, the X branch
shall implement the implementation of standardized examination, guarantee the
transparency of the process, the implementation of interaction between the superior
and the subordinate evaluation, making qualitative index scale, the actual benefit
assessment is tied to results, such as the implementation of measures; On the other
hand, to form a complete set of security measures, mainly to strengthen
organizational leadership, strengthen the professional talent team, set up the
inspection supervision mechanism, increase publicity of performance appraisal, etc.
Key Words: Postal Savings Bank of China; Performance Evaluation;Questionnaire
investigation; Analytic Hierarchy Process浙江理工大学硕士专业学位论文
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目 录
摘要......3
Abstract.......... III
目 录.....V
1 绪论....1
1.1 研究背景及意义 1
1.1.1 研究背景 ..1
1.1.2 理论意义 ...1
1.1.3 研究意义 ...1
1.2 研究目的 .2
1.3 研究内容及框架 .2
1.4 研究方法 .3
1.5 技术路线图 .........4
2 文献综述 ........5
2.1 银行绩效考核的理论基础 .........5
2.1.1 绩效考核的内涵 ...5
2.1.2 绩效考核目标 .......6
2.1.3 绩效考核的原则 ...6
2.1.4 绩效考核方法 .......7
2.2 绩效考核研究现状 .........8
2.3 商业银行绩效考核研究进展 ...10
2.4 综合述评 ...........11
3 邮储银行 X 市分行绩效考核的现状 .........13
3.1 邮储银行 X 市分行简介及组织构架 ..13
3.1.1X 市分行现状 ......13
3.1.2X 市分行绩效考核构架 ..15
3.2 问卷调查及访谈情况 ...16
3.2.1 问卷设计及发放 .16
3.2.2 访谈情况 .16
3.2.3 访谈及问卷数据分析 .....17
3.3 邮储银行 X 市分行绩效考核存在的问题 ......18
3.3.1 现代绩效理念理解不到位 .........18浙江理工大学硕士专业学位论文
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3.3.2 考核指标权重设置不科学 .........18
3.3.3 网点考核重结果轻行为 .19
3.3.4 考评反馈及结果运用不足 .........19
3.3.5 绩效考核缺乏透明性 .....20
4 邮储银行 X 市分行绩效考核方案再设计 .21
4.1 绩效考核的基本元素 ...21
4.1.1 考核对象 .21
4.1.2 绩效考核的内容 .21
4.2 绩效考核体系 ....
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