改革开放以来，我国金融业飞速发展，伴随着市场的逐步开放，全国股份制 银行、城市商业银行、民营银行的数量如雨后春笋般增长起来，市场环境变得日 益复杂。面对外部不断加大的竞争压力，银行在发展时越来越注重自身的产品质 量和服务能力，而好的产品和服务能力又依托于企业员工来实现。如何有效激励 员工，提升员工工作效率，最大化员工的贡献度成为了现代企业人力资源管理中 的一个重要课题。近年来，绩效考核作为人力资源管理的重要组成部分，备受企 业的重视。但是我国企业中普遍存在着绩效考核制度陈旧、考核指标模糊、考核 对象不够细分等问题，这些弊病直接导致了员工工作量与考核结果不匹配、考核 结果无法使用、员工工作满意度下降、工作效率降低，进而导致企业的人才流失、 发展迟缓等问题。设计出一套科学的绩效考核方案或优化好现有的绩效考核方案， 将其与企业的发展战略、发展情况、人员结构相结合，是非常有必要的。 本文将以兰州银行信息科技部员工作为研究对象，运用现代绩效考核理论， 采用访谈法、问卷调查法、系统分析和归纳总结法，分析现有绩效考核方案中的 问题，基于兰州银行自身的发展目标以及信息科技发展战略，从绩效考核内容及 指标、考核主体选择、考核周期确定、考核方法与步骤、考核结果应用等方面来 探讨如何优化现有绩效考核方案，最终建成一套有针对性、能落实的科学有效的 员工考核方案。希望该方案在能够应用于现实的工作中，并给其他金融机构在开 展相关工作时提供参考。 关键词：信息科技部，绩效考核，优化方案 II RESEARCH ON PERFORMANCE EVALUATION OPTIMIZATION OF LANZHOU BANK INFORMATION TECHNOLOGY DEPARTMENT Abstract Since the reform and opening up, China's financial industry has developed rapidly. With the gradual opening of the market, the number of national joint-stock banks, city commercial banks, and private banks has sprung up, and the market environment has become increasingly complex. Facing increasing competition pressure from the outside, banks are paying more and more attention to their own product quality and service capabilities during development, and good product and service capabilities rely on corporate employees to achieve. How to effectively motivate employees, improve their work efficiency, and maximize their contribution has become an important issue in the human resources management of modern enterprises. In recent years, performance appraisal, as an important part of human resource management, has attracted much attention from enterprises. However, problems such as obsolete performance appraisal systems, vague appraisal indicators, and insufficient subdivision of appraisal objects are common in Chinese enterprises. These shortcomings have directly caused the mismatch between staff workload and appraisal results, unavailability of appraisal results, decreased job satisfaction, and Reduced efficiency leads to problems such as brain drain and sluggish development. It is very necessary to design a scientific performance evaluation plan or optimize the existing performance evaluation plan and combine it with the company's development strategy, development situation, and personnel structure. This article will take Lanzhou Bank's information technology department staff as the research object, use modern performance assessment theory, adopt interview method, questionnaire survey method, system analysis and inductive summary method, analyze the problems in the existing performance assessment scheme, based on Lanzhou Bank's own development Objectives and information technology development strategies, from the aspects of performance evaluation content and indicators, evaluation subject selection, evaluation cycle determination, evaluation III methods and steps, application of evaluation results, etc., explore how to optimize the existing performance evaluation program, and finally build a targeted, A scientific and effective staff assessment plan that can be implemented. It is hoped that the scheme can be applied to practical work and provide a reference for other financial institutions in carrying out related work. Keywords: Ministry of Information Technology, performance appraisal, optimization plan IV 目 录 中文摘要 ................................................. I Abstract ................................................ II 第一章 绪论 ............................................. 1 1.1研究背景 .................................................... 1 1.2研究意义 .................................................... 2 1.2.1理论层面 ................................................ 2 1.2.2实践层面 ................................................ 2 1.3研究思路与方法 .............................................. 3 1.3.1研究思路 ................................................ 3 1.3.2研究方法 ................................................ 3 1.4研究内容和研究框架 .......................................... 4 第二章 绩效考核相关理论综述 ............................. 7 2.1绩效考核的内涵及原则 ........................................ 7 2.1.1绩效考核的内涵 .......................................... 7 2.1.2绩效考核的原则 .......................................... 8 2.2绩效考核的作用及意义 ........................................ 9 2.2.1绩效考核的作用 .......................................... 9 2.2.2绩效考核的意义 ......................................... 10 2.3绩效考核的内容 ............................................. 11 2.4绩效考核的方法 ............................................. 12 2.4.1目标管理法 ............................................. 12 2.4.2平衡计分卡法 ........................................... 13 2.4.3关键绩效指标法 ......................................... 14 2.4.4 360度考评法 ........................................... 14 第三章 兰州银行信息科技部绩效考核现状 .................. 16 V 3.1兰州银行信息科技部简介 ..................................... 16 3.1.1兰州银行简介 ........................................... 16 3.1.2兰州银行信息科技部简介 ................................. 18 3.2兰州银行信息科技部绩效考核现状 ............................. 19 3.3兰州银行信息科技部绩效考核存在的问题 ....................... 22 3.4兰州银行信息科技部绩效考核存在问题的原因分析 ............... 28 3.4.1绩效考核与发展战略脱钩 ................................. 28 3.4.2考核对象细分不足 ....................................... 28 3.4.3考核内容较呆板和陈旧 ................................... 28 3.4.4考核周期太固化 ......................................... 29 3.4.5缺乏绩效考核相关培训 ................................... 29 3.4.6员工理解与配合不够到位 ................................. 29 3.4.7缺乏绩效沟通 ........................................... 30 3.4.8缺乏信息技术系统支撑 ................................... 30 第四章 兰州银行信息科技部绩效考核优化方案设计 ........... 31 4.1信息科技部绩效考核优化方案设计的目标与原则 ................. 31 4.1.1绩效考核优化方案设计的目标 ............................. 31 4.1.2绩效考核优化方案设计的原则 ............................. 31 4.2信息科技部绩效考核优化方案设计的思路 ....................... 32 4.2.1确定兰州银行信息科技部的战略任务 ....................... 33 4.2.2细分考核对象 ........................................... 34 4.2.3确定考核方法 ........................................... 34 4.2.4确定关键绩效指标 ....................................... 35 4.2.5绩效考核方案实施 ....................................... 35 4.2.6考核结果应用 ........................................... 35 4.2.7绩效沟通和反馈 ......................................... 35 4.3信息科技部绩效考核方案优化设计 ............................. 35 VI 4.3.1绩效考核对象细分 ....................................... 35 4.3.2确定考核内容和考核指标 ................................. 36 4.3.3优化考核评价表 ......................................... 41 4.3.4考核周期设计 ........................................... 46 4.3.5考核反馈和沟通优化设计 ................................. 46 4.3.6绩效考核应用优化设计 ................................... 48 第五章 绩效考核方案实施的条件及保障措施 ................. 50 5.1方案实施的条件 ............................................. 50 5.2方案实施的保障措施 ......................................... 51 5.2.1思想保障 ............................................... 51 5.2.2组织保障 .......