在企业管理中，如何充分调动管理人员的工作积极性是所有企业面临的一个 难题。面对这个难题，不同的企业虽然有不同的情况，影响企业的程度也不相同， 但都值得每个企业去认真研究和对待。农业发展银行作为金融企业，这个问题尤 其突出。农业发展银行正处在改革改制的关键时期，原有的考核模式已经不适用， 暴露出了很多问题。为实现农发行的有效发展，必须对基层机构高管人员构建新 的绩效考核机制。 本文主要对湖南农发行县级机构高管人员的绩效考核方案进行研究，首先在 对企业绩效管理相关理论以及最近研究动态综述的基础上，提出了本文的研究思 路和方法。其次为湖南农发行县级机构高管人员的绩效考核的现状分析。通过对 目前存在的问题进行认识，并深入剖析这些问题产生的可能原因，认为湖南农发 行县级机构高管人员的绩效考核需要进行相应的改进以更好地服务于公司发展的 需要。然后是湖南农发行县级机构高管人员的绩效考核方案的改进设计，其中包 括绩效考评指标的设计和基层行高管人员绩效管理制度的设计。同时对改进后的 基层行高管人员绩效管理方案实施所存在的障碍和组织保障、制度保障、文化保 障、领导保障进行必要的说明。最后我们给出相应的研究结论，对本文的研究进 行了总结。 本文着重运用绩效评价理论去分析和探讨农发行基层行高管人员的绩效考核 方案和指标的建立问题，注重理论联系实践，加深对绩效考核理论的认识，并提 出解决实际问题的方法，对农发行基层行高管人员的绩效考核的改进提供了一定 的参考和借鉴的价值。 关键词，湖南农发行；高管人员；绩效考核；绩效考核方案工商管理硕士学位报告 III Abstract In the enterprise management, it’s a difficult problem for all enterprises to how to fully mobilize the enthusiasm of executives. In the face of this problem, although different companies have different situation and the influence degree on the enterprise is not the same, it’s worth seriously studying and treating for all enterprises. Agricultural Development Bank as a financial enterprise, this problem is particularly prominent. Agricultural Development Bank of China is in a crucial period of reform, the original incentive mode is not suitable, thus exposing a lot of problems. So it’s necessary to construct a new performance appraisal system of grassroots organizations’ executives for bank’ effective development. The paper mainly studies the executive performance appraisal scheme of county branches of agricultural development bank in Hunan, it includes the following five parts: The first part is an introduction. On the basis of review of enterprise performance management theory as well as recent research trends, it proposes the research ideas and methods. The second part is the analysis of the situation of Hunan agricultural county agency executives’ performance appraisal. It believes that it’s necessary to improve the performance appraisal system to meet the enterprise’ service needs through analyzing the problems and causes. The third part is the improvement design of performance appraisal, including the design of performance appraisal’s index system and grassroots bank executives’ performance management system.Finally, it gives the corresponding research conclusion. This paper focuses on the use of performance evaluation theory to analyze and explore the establishment of agricultural development bank grassroots executives’ performance management system and index system. It pays attention to linking theory with practice, to deepen understanding of the theory of performance appraisal, and deepenning the understanding of performance appraisal theory. The ways to solve the actual problem provide certain reference and reference value to the improvement of of grassroots bank executives’ performance appraisal system. Key Words: Agricultural Development Bank of Hunan Province; Executives; Performance Appraisal; Scheme of Performance Appraisal湖南农发行县级支行高管人员绩效考核方案改进研究 IV 目 录 学位报告原创性声明和学位报告版权使用授权书 .................................................... I 摘要........................................................................................................................II Abstract ....................................................................................................................III 插图索引 .................................................................................................................. VI 附表索引 ................................................................................................................. VII 第 1 章 绪论 ...............................................................................................................1 1.1 研究背景与意义 ............................................................................................1 1.1.1 研究背景 ..................................................................................................1 1.1.2 研究意义 ..................................................................................................2 1.2 理论基础与文献综述 .....................................................................................3 1.2.1 理论基础 ..................................................................................................3 1.2.2 文献综述 ..................................................................................................8 1.3 研究内容与方法 ..........................................................................................11 1.3.1 研究内容 ................................................................................................11 1.3.2 研究方法 ................................................................................................13 第 2 章 湖南农发行县级支行高管人员绩效管理现状分析.....................................14 2.1 湖南农发行基本情况介绍 ...........................................................................14 2.1.1 发展概况 ................................................................................................14 2.1.2 机构设置 ................................................................................................14 2.1.3 县级支行组织结构.................................................................................16 2.1.4 湖南农发行的发展环境 .........................................................................16 2.2 县级支行高管人员现有绩效管理满意度调查.............................................17 2.2.1 县级支行高管人员现有绩效考核方案内容构成现状 ...........................17 2.2.2 县级支行高管人员现有绩效管理满意度调查 ......................................18 2.3 县级支行高管人员现有绩效考核存在的问题及原因分析 .........................20 2.3.1 绩效考核存在的问题 .............................................................................20 2.3.2 绩效考核存在问题的原因分析 .............................................................22 2.4 县级支行高管人员绩效管理实施策略 ........................................................23 2.4.1 引进新型绩效管理模式 .........................................................................23 2.4.2 建立规范绩效文化.................................................................................23 2.4.3 选择科学考核指标.................................................................................23工商管理硕士学位报告 V 2.4.4 加强专业培训辅导.................................................................................23 2.4.5 加强绩效考核沟通与反馈 .....................................................................24 2.4.6 正确运用绩效考核结果 .........................................................................24 第 3 章 湖南农发行县级支行高管人员绩效考核方案改进设计 .............................25 3.1 县级支行高管人员绩效考核方案改进的思路与原则 .................................25 3.1.1 总体思路 ................................................................................................25 3.1.2 基本原则 ................................................................................................25 3.2 县级支行高管人员绩效考核方案改进的前提条件 .....................................26 3.2.1 领导与员工支持 ....................................................................................26 3.2.2 绩效辅导 .....................................