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论文编号：	4072
作者编号：	2220080995
上传时间：	2012/3/15 14:14:17
中文题目：	广发证券天津营业部员工与部门绩效管理研究
英文题目：	Research on Performance Management of GF Securities Tianjin Department Staff and Sector
指导老师：	赵伟
中文关键字：	绩效管理 ， 绩效考核 ，证券企业 ，关键绩效指标
英文关键字：	Performance management; Performance appraisal; Securities companies; Key performance indicators
中文摘要：	知识经济时代，每一个企业都考虑如何在市场上获取和保持竞争优势，这归根结底是人才的竞争。决定人力资源管理工作能否做好的根本因素，就是绩效管理。在我国，越来越多的企业已经开始引入绩效管理这种管理方式，但未达到预期的目标。原因是多方面的，既包括对理论的认识不清，也包括实施中执行不力和操作技术不当等问题。我国广大企业，目前正处于由传统人事管理，向现代人力资源管理转变的阶段，将绩效管理理论简化和将世界企业成熟经验本土化，是值得深层次探讨研究的问题。证券行业是知识密集型和智力密集型的行业，人力或所谓智力资本的含量对于证券公司而言更高，拥有更大的动力去努力做好自己的人力资源管理工作，特别是绩效管理。本文将以广发证券天津营业部的绩效管理为研究对象，在详细了解广发证券的绩效管理体系具体设计与实施情况的基础上，在现代绩效管理的相关理论指导下，系统研究广发证券天津营业部的绩效管理和绩效考核管理体系，并对其绩效考核体系进行设计。对于实施过程中的情况也会进行相应的论述与评价。本文一共包括六章内容。第一章绪论首先介绍了证券行业绩效管理研究的相关背景，提出了全文的研究问题。在阐述了研究意义、归纳研究思路的基础上，树立了全文的研究框架和主要内容。第二章主要进行了绩效管理理论与发展回顾，包括绩效管理相关概念及理论演变、西方国家绩效管理的发展动态、我国绩效管理发展现状及趋势等。第三章主要对证券企业人力资源管理的特点进行了归纳，对证券企业绩效管理体系则进行了相应的分析，同时剖析了广发证券绩效管理现状。后面的两章主要对广发证券天津营业部的员工和部门绩效考核体系进行了设计和实施规划。在研究了公司绩效考核体系现状及存在的问题的前提下，先是对本身的员工绩效考核体系进行了设计，并阐述了如何进行绩效考核结果的反馈和应用。部门绩效管理流程由部门关键绩效指标与绩效目标的设定、绩效跟踪与修正和绩效考核三部分构成。最后一部分是全文的结论与展望，其中归纳了全文的主要相关研究结论，并提出了研究中存在的种种不足，同时对未来的研究发展进行了展望。
英文摘要：	In the age of knowledge economy, every enterprise in the market to consider how to obtain and maintain a competitive advantage, which is ultimately a competition of talents. Human resources management decisions can make a fundamental factor is performance management. In China, more and more enterprises have begun to introduce performance management, this management approach, but did not achieve the desired objectives. There are many reasons, both a clear understanding of the theory, including weak enforcement and implementation issues such as improper technique. China's large enterprises, is currently in personnel management from the traditional to the modern human resource management change stage, the performance management theory is to simplify and localization of mature experience of the world business is worth in-depth study of the problem. Securities industry is knowledge-intensive and intelligence-intensive industries, the so-called human or intellectual capital for securities firms in terms of higher levels have greater incentive to strive to do their own human resources management, especially in performance management. This will be the Ministry of GF Securities Tianjin business performance management for the study, detailed understanding of GF Securities in the performance management system design and implementation of concrete on the basis of modern performance management under the guidance of the theory, the system of GF Securities Tianjin sales department performance management and performance appraisal management system, and its performance evaluation system design. For the case of the implementation process will be discussed and the corresponding evaluation. This total includes six chapters content. Chapter 1 Introduction introduces the performance management of the securities industry background, made a full study of the problem. Significance in the coverage of the study summarized on the basis of research ideas and establishes a full-text research framework and main contents. Chapter 2 for a performance management theory and the development status of the review, including performance management concepts and theories related to evolution, the development of Western countries, the dynamic performance management, performance management, development of China's current situation and trends. Chapter III consists mainly of the securities of corporate human resources management characteristics of the induction of the securities business performance management system is carried out the corresponding analysis, and analysis of the status of performance management at GF Securities. The next two chapters mainly design a new system for GF Securities Tianjin Department staff and sector performance appraisal. After studying the company's performance appraisal system for the status quo and problems of the premise, first for their own employee performance evaluation system for the design, and explains how the performance appraisal feedback on the results and applications. Sector performance management processes by the department key performance indicators and performance goal setting, performance tracking and correction and performance evaluation. The last part is the full text of the conclusions and outlook, which summarizes the full text of the main research findings, and proposed the existence of the shortcomings of the study, and future research and development were discussed.
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