【作者】 吴静；

【导师】 李晓峰；

【作者基本信息】 苏州大学 ， 企业管理， 2010， 硕士

【摘要】 随着我国金融业日益激烈的竞争,人力资源已受到越来越多商业银行的高度重视与极大关注,成为赢得竞争优势的关键因素,其管理的效果对商业银行实现资产持续增值、整体经济效益增长影响重大。而这一切主要在于人力资源部门管理人员的工作执行情况是否与银行的战略目标保持一致、是否取得预期的效果、是否与其他管理部门合作、是否及时适应环境的变化等。要使人力资源管理人员的工作保持持续的改善,就需要对其进行绩效考评。有效的绩效考评能够帮助人力资源管理人员有效完成使命,创造高绩效,从而提高商业银行的竞争实力。胜任力模型包括要达到某一绩效目标的所应具备的一系列不同胜任特征要素,可以显著区分优秀与一般绩效的个体特征的综合表现。通过人力资源管理人员的胜任力模型可以判断并发现导致其绩效好坏差异的关键驱动因素,从而使人员改进不足之处,并可指导人员发挥个人胜任特征优势,因此获得更高的绩效。本文对关于胜任力模型的定义、研究现状、绩效考评研究理论等予以归纳和总结,并结合商业银行人力资源管理人员的绩效考评现状的不足,构建出商业银行人力资源部门管理人员的胜任力模型。通过专家问卷调查对模型进行信度、效度检验并确定胜任力模型各维度及构成要素的权重,最后将商业银行人力资源部门管理人员的胜任力模型运用到对其的绩效考评中。更多还原

【Abstract】 With the keen competition of domestic financial industry , human resources have already been highly recognized by more and more commercial banks , it is the key factor that the bank won the competition advantage , the effect of human resources management influence the continuous value-added of assets and economic benefits of commercial bank . All of that depend on the performance of human resource manager, whether or not accord with the objective of bank strategy, whether or not gain the prospective result, whether or not collaborate with the other management departments, whether or not adapt the change of environment, and so on. To make the work performance of human resource managers to maintain continuous improvement, it is necessary to check their performance. Effective performance evaluation can help human resource manager come to goal, create high performance and enhance competitive ability of commercial bank.Competency model consist of a serious of different quality required by performance goal, distinguishing the comprehensive behavior of the individual outstanding and general performance notably. Through the competency model of human resources manager that can judge and find the key drive factor that causes performance difference, then make manager improve the defective performance. And it can instruct the manager give play to the personal quality advantage and obtain the higher performance.This text introduces and summarizes the definition and studying status of competence model, performance evaluation and other related theories, combines with the performance evaluation deficient status of human resources manager, constructs of a competency model of commercial bank human resources manager. It tests the reliability and validity of the competency model, determine the weight of the dimensions and elements of competency model. It makes use of the model to appraisal the performance of human resources managers.更多还原