A银行员工绩效考核与敬业度的关系研究

华中科技大学硕士学位论文A银行员工绩效考核与敬业度的关系研究姓名：胡静申请学位级别：硕士专业：工商管理指导教师：廖建桥2010-10-29IAAAAA.IIAbstractPlayingtheroleofhumanresources,trainingofstaffloyaltyandengagementisthecoreofhumanresourcemanagement.Aboutissueofhowtoimproveemployeeengagementandhowtomakegooduseofpersonnelandhowtonurturetheirloyaltyandengagementsoastoreducethecostofhumanresourcesandachievethemaximumeffectivenessofhumanresourcesdevelopment,hasbeentheresearchdirectionofenterprises,especiallytheHumanResourceManagementresearch.Thisstudyselectedfromtheperspectiveofperformanceassessment,andcombinedwiththeactualsituationofAbankemployeeengagementandperformanceassessmentforthespecificresearch.Thearticlefirstlydescribedthepurposeandsignificanceofthisstudy,andproposedtheresearchideas,methodsandcontent,andthenintroducedtheoryandresearchofperformanceassessmentandemployeeengagement,followedbyAbanktoexplainhumanresourcesmanagement,especiallytheperformanceassessmentworkcarriedoutsituationanalysis,andconductedemployeeengagementsurveysandanalysis.wefoundsomeproblems,forinstance,theformofperformancecashbasedonemployeeengagementexistdeficiencies,andthepertinencyofperformancebasedonemployeeengagementpoliciesisnotstrong,andthesupportingmeasuresofperformancebasedonemployeeengagementisnotenoughandsoon.Thearticledescribedtheimportanceofbalancingthecomplementaryrelationshipbetweentheperformanceassessmentandemployeeengagement.Onthisbasis,accordingtotheactualsituationfortheAbank,thearticleadjustedAbankperformanceplanbasedonemployeeengagement.Intheexistingperformanceassessmentindex,addtheindexofpromotingexpressofemployeeengagementandguideemployeeengagementbehaviortosupporttheoveralldevelopmentofAbank.Finally,thearticleputforwardtheimplementingsafeguardmeasuresofperformanceassessmentbasedonemployeeengagement.forexample,thearticleproposedthatweshouldimprovetheconsciousnessofcultivatingemployeeengagement,strengthenorganizationmanagementofperformanceassessmentwiththecorrespondingemployeeengagement,improvetheperformancemanagementsystemwiththecorrespondingemployeeengagementandstrengthenprofessionalstaff,policyandIIIfinancialsecurity,enterprisecultureconstructionguaranteemeasures.Highengagementandthereasonablepaymentunderperformanceassessmenthasacloserelationship,however,However,enterprisesmakeuseofperformanceassessmentandotherformsofrewardandrecognitionenablesemployeestoobtainasenseofbelonging,asenseofownershipandaccomplishment,thishascriticalinfluenceonprofessionalism.Howtobalancetherelationshipbetweenperformanceassessmentandemployeeengagementisakindofart.Duetotheimpactofforeigncapitalenterprises,tobuildandimprovetheperformanceassessmentsystemisaurgentdesireofmostofourenterprise.Sostudyandgrasptheincentivetheoryandmaincountermeasures,andestablishscientificandperfectsolutionofperformanceassessmenthasveryimportantpracticalsignificance.Keywords:employeeengagementPerformanceAssessmentEnterpriseCulture…;“9”111.1“”“”ASA20092AAAAAA1.21.2.1A3AAAA1.2.24AAAA1.31.3.1AAAAA5A1.3.212AAAA34EXCEL6A1.3.3AAA1-11-1AAA722.12.1.182.1.22.22.2.140“”“9”“”1500“”192.2.2200620IBM2008“”106——·H·2008510001000“”2008“”2.2.32003112004,,,,,,,,,200720042.2.420042005,.,,12,.,,,2005,:,,,,:,,,,,2006,2006,,,,:,,,2008132.32.3.12.3.24.53.53.517.514,,1500,,:5050,,,2.3.3825%14%152.3.41162173A3.1A3.1.1AASAA“”A“”“”A“”“”“”A“”18“”“”2009“”“”3.1.2AATMPOS3.2A3.2.11A2009219A“”3A4“”2020092611773261153413.2.212009/3602“++”21=×50%:3020%=×50%+x30×20%3.2.312009110106061602262076347423“”“”2311757020098480636021203180634516843.3A3.3.1AAAAA24,,AA20062009“”AA3.3.2AA2010AA25A3.3.3AOAA2010717-21100963.3.4A3-1263-1A42.6%24.4%27%33.3%32.6%34.1%17.5%37.5%22.5%27.5%75%25%57%15%15%3%32.6%22.5%27.5%17.4%10%21%63%6%31.3%16.7%14.5%12.5%25%25%75%1-234%2-531%525%10%1-244%2-517%56%33%60%38%47%12%3%12%76%12%14%40%46%19%59%22%A27A47%13%“”3.4A3.4.1A77%66.7%A50%A3.4.2AAA7528223-1AAA3-267%A15%AAA——,22,78051015202530354029A10%15%67%8%12343-2AAAA3.4.3AA63%A6%A31%3-3A30AA3-3AA3-4A80%,7,8,15,6,1202468101214161234510%,21%,63%,6%1234313-4AA3.4.41A20093-520091275%510%5,25%2-5,31%1-2,34%1,10%12343-5A2A323AA23.9%23.9%18.1%43-23-260%25%15%3-620091277%233.3%60%2009335,6%,33%1-2,44%2-5,17%12343-6A344A4.1A4.1.1AAA12344.1.2A“”1A35A2AAAAA4.24.2.1A36A4-14-1A10%5%10%5%10%5%10%10%5%A5%10%A10%5%374.2.250%25%25%100A4-24-2A10%5%2.5%100-9594-8584-7574-6060ABCDE4.2.31-61-121100505060%:30%10%=×60%+38×30%+×10%230%30%20%20%=×30%+×30%+×20%+×10%+×10%330%:3020%20%=×30%+x30×20%+×20%360AAA4.2.439AA“”“”“”4.34.3.1404-14.3.214-141234425A5.15.1.1.“”AA5.1.243AAA5.25.2.1AAA5-15-1AA---445.2.212-5.3AA1452AAA3“”“”AAA465-25-2475.45.4.1AA5.4.2A48AA5.4.3AAA“”ACISMIAA“”49“”AA“+”“+”“”A5.4.4A50AA5152,53[1].[D]..2007[2]Brickley,J.1999Incentiveconflictsandcontractualrestraints,journaloflawandeconomics37[3].[M].:2000.11[4]DavidAAakerandKevinLaneKeller,ConsumerEvaluationofBrandExtension,JournalofMarketing1990.127-42[5].[M].2008[6][J]2009[7].12[M].2006[8].[M].2003[9]·H··.[M].2008[10].[M].2008[11].[M].2004[12].[M].2008[13].[J].,2004,(04):43-45[14].—[M].2006[15].[M].2002[16].[M].2007[17].[J].,20044,39-44[18].[J].,20