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摘要
      中国建设银行辽宁分行作为中国建设银行的一级分支机构，在企业的成长中不断致力于绩效管理方面的研究和优化，取得了一定的成效，但随着中国建设银行先后在香港和内地的成功上市，经营管理的愈加规范，对于绩效管理也提出了更高的要求。原有的绩效管理体系与现有的组织战略目标的实现出现了脱节的现象，已经不能推动企业又好又快的向前发展。
      本文以绩效管理理论为基础，结合建设银行辽宁分行的实际情况，针对建设银行辽宁分行绩效管理体系存在的问题，为企业提供一套与企业发展战略相适应的绩效管理体系。全文共分为六个部分，第一部分阐述了本文的选题背景、论文的写作思路和主要内容;第二部分概述了绩效管理的相关理论基础;第三部分概述了本文研究对象一建设银行辽宁分行的总体情况，对研究对象的绩效管理现状进行了剖析，提出了存在的问题;第四部分对于建设银行辽宁分行绩效管理体系进行设计研究;第五部分详述了建设银行辽宁分行绩效管理体系的实施保障:第六部分得出结论。
      本文根据本行业改革发展历程、企业背景、组织构架、管理模式、结合目前的绩效管理政策，通过切身的工作体会，结合在MBA学习期间掌握的绩效管理理论，对建设银行辽宁分行现行的绩效管理体系进行剖析，提出绩效管理体系设计思路和解决方案，以期完善辽宁建行的绩效管理体系，提高企业的核心竞争力。
关键词:商业银行;绩效管理;研究
Abstract
      China Construction Bank LiaoNing Branch as the first level branch ,which make a lot effort for the research of performance management. With the success of China Construction Bank issuing the stock ,we need put the performance management get higher lever than before. The old system of performance management cannot satisfy the aim of the enterprise developing faster.
      This paper makes an analysis of the present situation of China Construction Bank LiaoNing Branch's performance management. According to its disadvantages, the paper makes a redesigning for China Construction Bank LiaoNing Branch's performance system, provides a set of salary management system which is suitable for the developing strategy of the enterprise. The whole paper includes altogether 6 parts. Chapter I illustrates the background of the paper's theme and the main researching thoughts and methods. Chapter II explains the basic theory of performance management, illustrates the connotation of performance management, main factors that affect the salary management and the relative encouraging policies. Chapter III makes an introduction of the research object, China Construction Bank LiaoNing Branch's background. Chapter N makes a review of the current performance system of China Construction Bank LiaoNing Branch, analyzes the dedication and disadvantages of the current performance system. Chapter V illustrates the designing goal, principles and plans to redesign the performance system, according to the features of flat institutional framework of enterprise, puts forward the designing theory of wide bandwidth salary, combining with the features of enterprise, constructs a new performance system. Chapter VI puts forward 8 measures to guarantee the implement of performance system's redesigning. Chapter VII makes a conclusion for the whole paper and looks forward to the effects of the redesigning salary management system.
      With China's rapid development of marketnation, the keen market competition also causes another competition, that is talent competition. As one important factor of enterprise competitive resources, the disposition of talents should also be suitable for the requirement of the market economy regulation, so the circulation of talents is definitely affected by price---the salary. How to establish a scientific and reasonable salary encouraging system, how to show the best encouraging effect of salary to attract and continue to employ the talents and how to create an effective and stable team to realize the sustainable development of the enterprise are the very important jobs for the enterprise's hum<}n resource management. Establishing a new, scientific, systematic performance management system has a very important meaning for the enterprise to get the survival and competitive advantages in the era of knowledge economy. To develop the performance system is also an urgent task that the
enterprise is facing at present.
Key Words: Commercial Bank;Performance Management; Resewch
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