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论文编号：	10811
作者编号：	2120162845
上传时间：	2018/12/11 22:52:47
中文题目：	F公司信托业务团队绩效管理问题分析及优化研究
英文题目：	The Study of Problem Analysis and Optimization of Team Performance Management of F Trust Company
指导老师：	张立富
中文关键字：	F信托公司；团队；绩效管理体系；存在问题；优化
英文关键字：	F trust company; Team; Performance management system; Existing problems; optimizing
中文摘要：	信托业作为专业性极强的行业，相对其它非金融行业，人力资本对企业绩效的影响更加深远，因而，员工激励是信托企业不可忽视的内容。绩效管理作为员工激励的重要手段，在信托企业管理中至关重要。本研究以F信托公司的信托业务团队绩效管理为研究对象，利用文献研究法、访谈法、归纳分析法，对其现状进行分析，总结出F公司信托业务团队绩效管理中存在以下问题，分别为：绩效考核体系不符合企业战略、 绩效考核的关键指标设立不合理、绩效考核结果反馈不足、绩效考核结果没有有效利用。 针对以上问题，我们利用绩效管理的理论知识，并结合F公司的实际情况，对其进行优化。分别为：（1）F公司绩效指标制定的优化。运用平衡计分卡技术构建出F公司的绩效指标体系，首先，运用SWOT分析F公司现状，其次，利用SWOT分析结果澄清F公司的战略目标，然后，将公司的战略目标在平衡计分卡的四个维度--财务、客户、内部流程、学习与成长上进行细化，最后，将各个维度上的目标逐层分别到团队和员工；（2）F公司团队绩效沟通反馈的优化 利用绩效沟通模型确定绩效沟通中应注意的问题，最后形成F公司的团队绩效沟通制度规定；（3）F公司团队绩效考核应用的优化。将绩效考核结果应用在奖金、职级评定、培训方面，并进行了具体的操作规定。 最后，为了保证这些优化措施能够顺利执行，本研究还建立了 F公司信托业务团队绩效管理体系的运行保障，并具体尝试从信托业务团队绩效管理系统的试运行和绩效管理系统的组织保障两方面进行建立。 本研究对F公司及其行业内的其他公司都具有指导意义。
英文摘要：	Trust industry as a highly professional industry, compared with other non-financial industries, human capital has a far-reaching impact on enterprise performance. Therefore, staff incentive is the content of trust enterprises can not be ignored. Performance management, as an important means of staff motivation, is very important in the management of trust enterprises. This study takes F Trust Company's team performance management as the research object, analyzes its present situation by using the methods of literature research, interview and inductive analysis, and summarizes the following problems in F Trust Company's team performance management: the performance appraisal system is out of line with the company strategy, the performance appraisal index is unreasonable, and the performance appraisal index is not allocated properly. The result of performance appraisal is insufficient, and the application of performance appraisal results is missing. In view of the above problems, we use the theoretical knowledge of performance management, combined with the actual situation of F company, to optimize it. The following are: (1) optimization of F company's performance indicators. Firstly, SWOT is used to analyze the status of F company. Secondly, the strategic objectives of F company are clarified by SWOT analysis. Then, the strategic objectives of F company are detailed in four dimensions of BSC: finance, customers, internal processes, learning and growth. Finally, the objectives of each dimension are divided into team and staff layer by layer; (2) F company team performance communication feedback optimization using performance communication model to determine the problems that should be paid attention to in performance communication, and finally form F company team performance communication system provisions; (3) F company team performance appraisal application optimization. Applying the results of performance appraisal to bonus, grade evaluation, training, and specific operational provisions. Finally, in order to ensure the smooth implementation of these optimization measures, this study also established the F company team performance management system operation guarantee, and specific attempts from the team performance management system trial run and performance management system organization guarantee two aspects to establish. This study is of guiding significance to F company and other companies in the industry.
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