平衡记分卡作为一种前沿的、全新的组织绩效管理手段和管理思想,在全世界的各行各业得到广泛的运用。中国银行改组为股份有限公司并成功上市后,在新的战略目标中引进了平衡记分卡的思想。为了落实总行的整体战略目标,提升经营能力与管理水平,人民广场支行进行了构建平衡记分卡绩效管理体系的改革探索。 本文以绩效管理理论为基础,使用企业战略分析、企业人力资源管理、绩效管理、平衡记分卡分析等方法分析了人民广场支行的绩效管理现状、存在的问题及原因,本着发挥平衡记分卡“战略制导、综合平衡”的优势来解决现存问题的原则设计出了支行层面的平衡记分卡,并将其分解落实到部门层面,从实际实施情况来看基本达到了改善绩效管理现状的目的,虽然有待于修正和完善,但仍不失为一次成功的绩效管理改革探索。

Balanced Scorecard as a cutting-edge, new organizational performance management tools and management thinking, of all walks of life in all over the world wide use. Reorganized as the Bank of China Ltd. and after the successful listing of the new strategic objectives in the introduction of the Balanced Scorecard ideas. Head office in order to implement the overall strategic objectives and enhance the operating capability and management level, the People's Square branch for building a Balanced Scorecard performance management system reform. In this paper, performance management theory, the use of corporate strategic analysis, corporate human resources management, performance management, balanced scorecard analysis methods such as analysis of the People's Square branch of performance management the status quo, existing problems and reasons to play the spirit of the Balanced Scorecard " strategic guidance, overall balance, "the advantage to solve the existing problems in the design principle of a branch-level Balanced Scorecard and its decomposition into the departmental level, from a practical implementation of the basic terms of improving the performance management to achieve the purpose of the status quo, although the to be revised and improved, but still a successful performance management reform.