危机条件下金融机构员工绩效考核作为激励机制的基础

IF 0.5 Q4 ECONOMICS
M. Ivanova, N. Yashkina, Olena V. Tryfonova
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引用次数: 1

摘要

由于员工的技能、知识和效率影响着整个企业的财务和经济绩效,因此这篇文章解决了员工绩效评估问题,这对激励系统的形成至关重要。企业实体的外部环境具有风险性和不可预测性;因此,为了保持高水平的竞争力,应特别重视对员工效率的评估和提高。本文运用一般科学的系统结构分析方法和特殊的系统结构分析方法来阐明其激励作用;确定最新的激励方法;对不同类型的激励进行分类,建立激励与员工效率之间的联系和关系;本研究采用诊断技术(班尼特检验)对某金融机构的员工进行绩效评价。本研究的目的是研究员工绩效评价的具体情况,分析现有的员工绩效评价方法,作为危机条件下激励员工的依据。理论研究表明,现行典当行员工激励制度规定了基本工资之外的边际(暂定)附加费、津贴、奖金;奖金的具体数额由管理者根据员工的资质、工作的复杂程度和范围以及员工的表现来确定。研究发现,效率的标准和评价标准是为每个员工设定的。事实证明,员工的绩效评估是记录在案的,并决定选择适当的激励因素和激励制度。以某网络典当行为研究对象,根据R. Bennett的方法对其中层管理人员进行绩效评价,以确定其管理风格。通过对7位当铺网络管理人员的有效性评价分析表明,7位管理人员中有5位能够及时解决当前经营工作中存在的问题;处理运营工作问题能力差- 2名管理者;表现出平衡的决策方法- 6,不考虑外部和内部环境的因素- 1;允许下属采取主动- 4,压制主动- 3;亲自与员工沟通- 5,更喜欢书面订单- 2;拥有创新思维- 6,忽视创新- 1;对下属体贴- 6,对下属冷漠- 1;激励员工——5,不考虑动机——2。分析表明,为了消除任何负面后果,有必要解雇结果均为负面的人事经理。在对危机条件下员工绩效评估对激励制度影响的基本原则进行界定的基础上,进一步引入分级制度是可取的。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
EMPLOYEE PERFORMANCE EVALUATION AS THE BASIS OF THE MOTIVATION SYSTEM FOR FINANCIAL INSTITUTIONS IN CRISIS CONDITIONS
This article addresses the issues of employee performance evaluation, which is central to the formation of a system of motivation, since skills, knowledge and efficiency of employees affect the financial and economic performance of the entire enterprise. The external environment of the business entity is risky and unpredictable; therefore, to maintain a high level of competitiveness, special attention should be paid to evaluating and improving the employee efficiency. The article uses general scientific and special methods of system-structural analysis to clarify the motivating influences; identify the latest methods of motivation; group different types of motivation and establish links and relationships between motivation and employee efficiency; it uses diagnostic techniques (Bennett test) for employee performance evaluation in a financial institution The purpose of the work is to study the specifics and analyze the existing methods of employee performance evaluation as a basis for motivation in crisis conditions. Theoretical research revealed that the existing system of motivation for pawnshop employees provides for marginal (tentative) surcharges, allowances, bonuses to the basic salary; the specific amount of incentive payments is defined by the manager depending on the employee’s qualifications, complexity and scope of work, and the employee’s performance. It has been found that the standard of efficiency and criteria for its evaluation are set for each employee. It has been proven that the employee’s performance evaluation is documented and a decision is made on the choice of an appropriate system of motivational factors and incentives. For a network of pawnshops, performance evaluation of middle-level managers was carried out according to the method of R. Bennett, in order to determine the management style. An analysis of evaluating the effectiveness of 7 managers working for the network of pawnshops showed that 5 out of 7 managers promptly settle current operational work problems; poorly cope with operational work problems – 2 managers; show a balanced approach to decision-making – 6, do not take into account the factors of the external and internal environment - 1; allow subordinates to take initiative – 4, suppress it – 3; personally communicate with employees – 5, prefer written orders – 2; have an innovative mindset – 6, ignore innovations – 1; are considerate towards subordinates – 6, are indifferent to subordinates – 1; motivate employees – 5, do not consider motives – 2. The analysis shows that to eliminate any negative consequences, it is necessary to dismiss the personnel manager whose results were all negative. Based on the definition of basic principles of the impact of employee performance evaluation on the motivation system in crisis conditions, it is advisable to introduce a grading system as a further step.
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来源期刊
EGE ACADEMIC REVIEW
EGE ACADEMIC REVIEW ECONOMICS-
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