| Performance management as the important component of the modern management mechanism of human resource make the department, the employee and the strategic goal of enterprise connect together, make realization of the management goal. At the same time through the enforcement of performance management, offer support for each aspects such as overall encouragement, employment, training, promotion, emolument and the development of human resource. Its main idea is to pass through the performance of correct appraisement enterprise, department and employees, and as getting employees and the organization unit of different performance result to give appropriate encouragement, with promoting organization and employee's performance level, it is to promote key competitive ability, the overall strategic goal that realizes organization. The performance management of the state-owned grass-roots branch of commercial bank is one that has fused finance to study with management the comprehensive program of studying , have certain perspective and practicality. But now, there is few with performance management grass-roots branches, that is still in performance examination stage. This paper is taking HuaAn branch of China Construction Bank as an object, since having studied the design of its performance management system theoretically. The whole text is formed totally by 4 parts, the first part has analysed that the present situation of the branch performance examination comment of China Construction Bank's problem and the way of thinking of solving problem. The second part introduces the method used frequently in performance management and the concept of performance and performance management ; The 3rd part comprehensively uses MBO,BSC,KPI,360oetc.the checking performance management tools having founded in HuaAn branch , setting up the performance index system of HuaAn branch ,department and employees, having put forward solution HuaAn branch performance management. Finally, I got the major conclusion of this paper. the first chapter , we introduces the developing of HuaAn branch organization history and the organization condition, have analysed the branch current situation of human resource , and commenting system for current performance examination Stress comment system for current performance examination , points out the branch leader who has in the aspect of performance examination comment the attention degree of managing for human resource is not enough , branch leader is not enough for overall performance examination comment for performance understanding, the combination degree of linking lack, performance examination comment and strategy is not enough,Working analysis is not perfect , examination comment has unitary index , examination comment result the 7 problems, then putting forward establishment of HuaAn branch performance management system. One is to design KPI system with the strategy of head office for relying on , combining self actual condition and utilizing the Balance scoredcard ( BSC ), establishing the performance management system of own characteristic;The other is the leading group that should set up a special responsible performance management system, basing on the existing organization construction and people, establishing department duty and position description the third one is after studying for the ample investigation that branch , establishing the KPI system that suits itself , carrying out examination comment in the aspect of financial index around EVA index, when being not financial index aspect, should tally according to balance inside and the customer of law ( BSC ) manage process, study and growth, 3 aspects carries out index designing;the fourth one is performance checking , also an important link of performance management, the branch should check on the performance that KPI decomposes layer upon layer in each department and goes on for the working condition of each department and employee that fulfils , information sourcenot only includes leaders, still includes self appraisement ,the staff at the corresponding level, only synthesizing various checking information with customer, then can appraising each department and employee relatively completely; the fifth is the performance checking result that will pass to the checked person, have been checked on person raising with promotion to work performance, at the same time also feedback the information of result to the management, to help the adjustment and modification the performance management system of next period.。Chapter 2 has established theoretical foundation for that full text studies , has first introduced the concept of performance and performance management, has carried out the performance examination comment of performance management and tradition to contrast , has made clear performance management one with performance plan, organization implements , performance assessment, feedback, diagnosis and control the circulating body of 4 compositions;Then, the structure for performance management is analysed , pointing out that performance management is the core of the management of human resource, having elaborated the relation of performance management and the other management link of human resource, thinking that a comprehensive performance management system should include the performance management of company's whole , the performance management of department and the performance management of employee individual 3 parts, and analysis on the3 levels among them. Finally, putting forward to founding the related technology that the HuaAn branch performance: the need of management system use: Working analysis , object management and balance tally to block , crucial performance index France and 360 degree performance checking France, have introduced for these technologies, have analysed for partial technical advantages and shortcomings.The 3rd part is the key place of the full text , has first determined for the strategic goal of HuaAn branch that performance management goal sets and has made clear China to install branch with function for the role of performance management that has straightened branch, department and employee in function and the location in performance management;On this foundation, utilizing the law decomposition branch strategic goal of object management, utilizing working analysis is for department with employee duty positions and combing business process, comprehensive utilization crucial performance index law and balance tally to block law to establish the performance index storehouse of branch and two department levels, forming branch and department in finance with value,Customer and market , quality and internal operation , study and development the 4 dimension degrees performance checking index, adopting for employees for the working attitude, working ability, working achievement to check;about performance is checked on , with360o performance checking method, to check, information source includes leaders and subordinates ,workmates , customer and self appraisement etc. to check the person ; Finally ,we will return the performance check result to the checked person, and combining the development, position change, employee training and the emolument with branch , and at the same time also we will feedback checking result to next period performance management system.。At last, we get three conclusions, one is that the practical feasible crucial performance index system with definite establishment is the key of making performance management; The other is performance examination comment to run on mechanism must to " is to reach performance goal and carry out the management of whole journey " pattern change; The last one is the encouragement mechanism establishment with performance management should goes well with in time. |
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