分类号 U D C
密级编 号
专业硕士学位论文
工商银行J 支行员工绩效考核优化研究
Study on Optimization of
Employee Performance Appraisal System for
Industrial and Commercial Bank of China
J Branch
学位申请人： 李锐
指 导 教 师 ： 王娟 副教授
合 作 教 师 ： 吴杰 副教授
专 业 领 域 ： 工商管理
学 位 类 别 ：工商管理硕士
2022 年 12 月 独创性声明
本人声明，所呈交的论文是我个人在导师指导下完成的研究工作及取得的研
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发表或撰写过的研究成果，也不包含为获得河南科技大学或其它教育机构的其他
学位或证书而使用过的材料。与我一同工作的同志对本研究所做的任何贡献均已
在论文中作了明确的说明并表示了谢意。
研究生签名：
日 期： 2022 年 12 月 9 日
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日期： 2022 年 12 月 9 日 摘要
摘要
随着市场经济的不断完善和经济全球化在中国的影响不断加深，加上近两年
来疫情的反复持续发展，金融行业尤其是银行业之间的竞争形势愈发激烈，智能
手机支付终端的兴起、5G移动智慧互联时代的到来、人工智能技术的不断发展
创造了全新的商业生态，同时也为商业银行带来了更多的经营压力。在市场经济
和外部环境的影响下，银行业也在不断的进行重组和优化。随着我国金融市场政
策越来越开放，各种新兴银行机构纷纷加入到激烈的竞争环境中。人民银行与银
监会对银行业的监管政策越来越严厉，银行业的发展存在巨大压力。而各家银行
提供的金融产品无明显差别，客户必然选择服务最优、体验感最佳的银行去办理
业务，因此，在激烈竞争的严峻形势下，合理配置资源，增加员工收入，提升员
工积极性，留住人才，运用科学高效的绩效考核方法来提升管理能力是银行在激
烈竞争中能够占据市场主导地位的关键。
本文以工商银行 J 支行为研究对象，依据绩效考核相关理论，对 J 支行现有
岗位设置和绩效考核现状进行了详细分析，通过采取问卷调查的方式，了解其在
实施绩效考核时存在的问题与不足，深度剖析问题产生的原因，并结合该支行实
际情况提出了新的考核方案和相关措施。研究发现，当前工商银行J 支行在员工
的绩效考核流程和制度设计上存在较多瑕疵和弊端，由于国有商业银行保守的管
理思想及体制内原因影响，员工工作创新能力不强，竞争意识不激烈，对绩效考
核的重视度不够，现有的人员岗位设置需要重新合理规划，各个岗位的任务指标
设计也应该有所改进。针对发现的员工收入分配不合理、绩效考核不完整和内部
管理欠缺问题及原因分析，从工商银行J 支行实际情况出发，重新设计出符合该
支行业务提升发展的绩效考核体系，提出了相关的优化建议和方案，有效的提升
了支行绩效考核的实施，通过绩效考核的优化也很好的实现了对于员工的激励效
果。希望通过本文的研究，能够进一步改变工商银行J 支行现有的发展现状，通
过合理的绩效考核方案，增强支行的团队建设能力和组织管理能力，促进 J 支行
稳健持续发展，最终实现其长期发展的战略目标，也对其他类似银行的绩效考核
具有参考价值。
关键词：绩效考核体系；商业银行；员工绩效考核
论文类型：应用类
选题来源：其他
I ABSTRACT
ABSTRACT
With the continuous improvement of the market economy and the deepening
influence of economic globalization in China, coupled with the repeated and sustained
development of the epidemic in the past two years, the competition between the
financial industry, especially the banking industry, has become increasingly fierce, the
rise of smart phone payment terminal, the coming of 5G Mobile Intelligent
Interconnection era and the continuous development of artificial intelligence
technology have created a brand-new business ecology, but also brought more business
pressure for commercial banks. Under the influence of the market economy and the
external environment, the banking industry is also constantly restructuring and
optimizing. With the more and more open financial market policy in our country,
various emerging banking institutions have joined in the fierce competition
environment. The People;s Bank of China and the CBRC;s supervisory policies on the
banking industry are becoming more and more strict, and there is great pressure on the
development of the banking industry. But the financial products provided by each bank
have no obvious difference, so the customers must choose the bank with the best
service and the best experience to handle the business. Therefore, under the severe
situation of fierce competition, the reasonable allocation of resources, increasing staff
income, improving staff enthusiasm, retaining talents, and using scientific and efficient
performance appraisal method to improve management ability are the keys for banks
to occupy a dominant position in the market in the fierce competition.
Based on the relevant theories of performance appraisal, this paper makes a
detailed analysis and judgment on the status quo of the existing post setting and staff
performance appraisal in J branch of ICBC, by means of questionnaire survey, the
paper analyzes the problems and deficiencies in the implementation of performance
appraisal, analyzes the causes of the problems, and puts forward a new appraisal
scheme and related measures. It is found that there are many defects and defects in the
performance appraisal process and system design of J branch of ICBC, which are
influenced by the conservative management thought and internal system of the state-
owned commercial bank, the staff;s job innovation ability is not strong, the
competition consciousness is not intense, the performance appraisal is not enough, the
existing personnel post establishment needs to re-plan reasonably, each post;s task
II ABSTRACT
index design should also be improved. In the light of the problems of unreasonable
income distribution, incomplete performance appraisal and lack of internal
management and the analysis of the reasons, this paper sets out from the actual
situation of J branch of ICBC, this paper redesigns the performance appraisal system
which conforms to the promotion and development of the business of the branch, and
puts forward the scheme and improvement suggestions which are more suitable for the
performance appraisal of the branch, through the optimization of performance
appraisal is also a good realization of the incentive effect for the staff. Hope that
through this study, we can further change the current development of ICBC Branch J,
through a reasonable performance appraisal program, enhance the ability of team
building and organizational management of the branch, to promote the steady and
sustainable development of J branch, and finally achieve its long-term development of
strategic objectives, but also for other similar banks to assess the performance of
reference value.
KEY WORDS:Performance appraisal; Commercial Bank; Performance appraisal
Dissertation type: Application-oriented
Subject source: Others
III