基于B/S模式的招商银行分行业绩考核系统设计与实现
摘要
二十一世纪是知识经济时代,人才成为企业间竞争的关键,人才资源成为企业生存和发展的关键战略性资源。而业绩考核是人力资源管理的基础,是企业人力资源管理的重要内容,并且业绩考核对于企业持续发展具有重要的意义,这一点已经取得共识。然而业绩考核过程复杂度高,工作量大,给相关管理部门造成控制难、效率低、消耗大,且结果也难尽如人意的局面。招商银行呼和浩特分行业务考核系统,是招商银行呼和浩特分行为了进一步加强机构业务管理,掌握机构、员工营销业绩的动态情况而构建的。通过该系统,既可以掌握现有客户的稳定程度和新客户资源的开发情况,还可以及时掌握存款规模与增量以及资产质量和投入量,同时促进新业务的开展和解决客户具体问题的能力。
本文首先介绍本课题的来源和意义、国内外研究现状以及业绩考核系统存在的问题。然后阐述业绩考核系统中涉及到的相关技术,如WEB技术、B/S模式等。随之介绍了业绩考核的基本概念,业绩考核的目的和原则。
接着本文阐述了系统需求分析:组织结构信息管理、用户角色及模块权限管理、业绩相关数据管理;详细阐述了系统的设计原则、总体设计、模块设计和数据库设计。在数据库设计中,以E-R图的形式说明数据库的概念结构设计,以表的形式说明数据库的模型。然后介绍了系统的安全性设计包括操作系统安全性设置、防火墙和代理服务器和数据库的安全性设计。
最后以截图和代码的形式给出了业绩考核系统的各个模块具体实现。
本系统为金融行业的业绩考核提供了一套科学、有效的基于B/S的实现方案。企业可轻松实现从数据导入到数据统计的自动化流程,使得企业中整个业绩考核管理过程变得轻松和简单,大大降低了管理员的工作强度,并提高了企业的工作效率和管理水平。
The twenty-first century is the era of knowledge economy. Human resource becomes the key factor of competition with other enterprises. And human resource becomes the key strategic resource of survival and development for enterprises. Performance appraisal is the basis of human resource management. And performance appraisal is an important content for human resource management. Performance evaluation has great significance on sustainable and development of enterprises. It is already a consensus. However, the complexity and workload of management, result in that control of the relevant management departments is difficult, low efficiency, consumption. The results can hardly satisfy situation too. In order to further strengthen the institutional business management and control performance marketing dynamics of agencies and employee, Hohhot branch of China Merchants Bank built evaluation system. By using the system, Hohhot branch of China Merchants Bank is able both to grasp the stability of customers and situation of New customer development. And Hohhot branch can also grasp the scale and incremental deposits, as well as asset quality, and inputs, while promoting new business development and capability of solving customer specific problems.
This thesis introduces the origin and meaning of performance appraisal, and studies the status quo at home and abroad as well as problems of performance appraisal system first. The thesis describes the related technologies involved in performance appraisal system, such as WEB technology, B/S mode. And it introduces the basic concept of performance evaluation, purposes and principles of performance appraisal.
Second this thesis describes the systems and functional analysis: the organizational structure of information management, user roles and rights management, performance-related data management. Then the thesis presents the principles of system design, module design and database design in detail. In the database design, the thesis shows the concept of the database structure design in the form of ER diagram, and the database model in the form of tables. And the thesis demonstrates the security of the system design, including operating system security settings, firewall and proxy servers and database security design.
Finally, by using figures and codes, the thesis shows the specific implementation process of each module of performance evaluation system.
The performance evaluation system for the financial industry, provides a scientific and effective solution based on B/S implementation of the program. Enterprises can easily implement the automated processes from importing data to statistical data. The system makes that the management process of evaluating the performance process easy and simple, greatly reduces the intensity of the administrators’work, and improves the efficiency and management level.
本文首先介绍本课题的来源和意义、国内外研究现状以及业绩考核系统存在的问题。然后阐述业绩考核系统中涉及到的相关技术,如WEB技术、B/S模式等。随之介绍了业绩考核的基本概念,业绩考核的目的和原则。
接着本文阐述了系统需求分析:组织结构信息管理、用户角色及模块权限管理、业绩相关数据管理;详细阐述了系统的设计原则、总体设计、模块设计和数据库设计。在数据库设计中,以E-R图的形式说明数据库的概念结构设计,以表的形式说明数据库的模型。然后介绍了系统的安全性设计包括操作系统安全性设置、防火墙和代理服务器和数据库的安全性设计。
最后以截图和代码的形式给出了业绩考核系统的各个模块具体实现。
本系统为金融行业的业绩考核提供了一套科学、有效的基于B/S的实现方案。企业可轻松实现从数据导入到数据统计的自动化流程,使得企业中整个业绩考核管理过程变得轻松和简单,大大降低了管理员的工作强度,并提高了企业的工作效率和管理水平。
The twenty-first century is the era of knowledge economy. Human resource becomes the key factor of competition with other enterprises. And human resource becomes the key strategic resource of survival and development for enterprises. Performance appraisal is the basis of human resource management. And performance appraisal is an important content for human resource management. Performance evaluation has great significance on sustainable and development of enterprises. It is already a consensus. However, the complexity and workload of management, result in that control of the relevant management departments is difficult, low efficiency, consumption. The results can hardly satisfy situation too. In order to further strengthen the institutional business management and control performance marketing dynamics of agencies and employee, Hohhot branch of China Merchants Bank built evaluation system. By using the system, Hohhot branch of China Merchants Bank is able both to grasp the stability of customers and situation of New customer development. And Hohhot branch can also grasp the scale and incremental deposits, as well as asset quality, and inputs, while promoting new business development and capability of solving customer specific problems.
This thesis introduces the origin and meaning of performance appraisal, and studies the status quo at home and abroad as well as problems of performance appraisal system first. The thesis describes the related technologies involved in performance appraisal system, such as WEB technology, B/S mode. And it introduces the basic concept of performance evaluation, purposes and principles of performance appraisal.
Second this thesis describes the systems and functional analysis: the organizational structure of information management, user roles and rights management, performance-related data management. Then the thesis presents the principles of system design, module design and database design in detail. In the database design, the thesis shows the concept of the database structure design in the form of ER diagram, and the database model in the form of tables. And the thesis demonstrates the security of the system design, including operating system security settings, firewall and proxy servers and database security design.
Finally, by using figures and codes, the thesis shows the specific implementation process of each module of performance evaluation system.
The performance evaluation system for the financial industry, provides a scientific and effective solution based on B/S implementation of the program. Enterprises can easily implement the automated processes from importing data to statistical data. The system makes that the management process of evaluating the performance process easy and simple, greatly reduces the intensity of the administrators’work, and improves the efficiency and management level.
引文
[l]张一驰.人力资源管理教程.北京:北京大学出版社,1999,2-3
[2]王继承.业绩考核操作实务.广州:广东经济出版社,2003,11
[3]加里﹒佛尼斯.人力资源管理(刘昕,吴雯芳).北京:中国人民大学出版社,1999,64-68
[4]克雷曼.人力资源管理:获取竞争优势的工具(刘昕).北京:机械工业出版社,1999,35-38
[5]马蓉.经营业绩考核的有效途径——建立完善公司治理结构.经济师,2010,(07)
[6]刘晓敏.基于WEB的业绩考核系统的设计与实现:[硕士学位论文].上海:华东师范大学,2008
[7]秦锋.基于WEB技术的教师考核系统的实现.安徽工业大学学报,2003,20(3):219
[8]加瑞特.用户体验的要素:以用户为中心的Web的设计(范晓燕).北京:机械工业出版社,2008,50-60 [9」吴大刚,肖荣荣. C/S结构与B/S结构的信息系统比较分析.情报科学出版社,2001,65-84
[10]埃斯波西托等编著,. Microsoft .NET企业级应用架构设计(陈黎夫).北京:人民邮电出版社,2010-06-01,70-80
[11]周羽明,刘元婷. .NET平台与C#面向对象程序设计.北京:电子工业出版,2010-04-01,30-50
[12]梁爽(等) ..NET框架程序设计.北京:清华大学出版社,2010-02-01,20-40
[13]尹志宇,郭晴.数据库原理与应用教程——SQL Server(高等学校教材·信息管理与信息系统).北京:清华大学出版社,2010-05-01,35-50
[14]李丹. SQL SERVER 2005数据库管理与开发实用教程.北京.机械工业出版社,2010-01-01,40-60
[15]宋晓军.一种基于B/S结构的数据库访问技术.沈阳电力高等专科学校学报,2001,3(4):34-36
[16]薛炽.企业业绩考核目标达成率提升实例——经营费用与绩效考核直接挂钩的管理实病.人力资源管理,2009,(04)
[17]李秋华.绩效考核七大困惑及突破.人力资源管理,2009,(04)
[18]陈雪芸,朱龙云.企业绩效考核管理机制的创新探讨.现代商业,2009,(20)
[19]温世杰.浅谈企业绩效考核过程中存在的问题及其对策.现代经济信息,2009, (11)
[20]魏文培.绩效考核指标如何与战略“挂钩”.中国人力资源开发,2008,(12)
[2]王继承.业绩考核操作实务.广州:广东经济出版社,2003,11
[3]加里﹒佛尼斯.人力资源管理(刘昕,吴雯芳).北京:中国人民大学出版社,1999,64-68
[4]克雷曼.人力资源管理:获取竞争优势的工具(刘昕).北京:机械工业出版社,1999,35-38
[5]马蓉.经营业绩考核的有效途径——建立完善公司治理结构.经济师,2010,(07)
[6]刘晓敏.基于WEB的业绩考核系统的设计与实现:[硕士学位论文].上海:华东师范大学,2008
[7]秦锋.基于WEB技术的教师考核系统的实现.安徽工业大学学报,2003,20(3):219
[8]加瑞特.用户体验的要素:以用户为中心的Web的设计(范晓燕).北京:机械工业出版社,2008,50-60 [9」吴大刚,肖荣荣. C/S结构与B/S结构的信息系统比较分析.情报科学出版社,2001,65-84
[10]埃斯波西托等编著,. Microsoft .NET企业级应用架构设计(陈黎夫).北京:人民邮电出版社,2010-06-01,70-80
[11]周羽明,刘元婷. .NET平台与C#面向对象程序设计.北京:电子工业出版,2010-04-01,30-50
[12]梁爽(等) ..NET框架程序设计.北京:清华大学出版社,2010-02-01,20-40
[13]尹志宇,郭晴.数据库原理与应用教程——SQL Server(高等学校教材·信息管理与信息系统).北京:清华大学出版社,2010-05-01,35-50
[14]李丹. SQL SERVER 2005数据库管理与开发实用教程.北京.机械工业出版社,2010-01-01,40-60
[15]宋晓军.一种基于B/S结构的数据库访问技术.沈阳电力高等专科学校学报,2001,3(4):34-36
[16]薛炽.企业业绩考核目标达成率提升实例——经营费用与绩效考核直接挂钩的管理实病.人力资源管理,2009,(04)
[17]李秋华.绩效考核七大困惑及突破.人力资源管理,2009,(04)
[18]陈雪芸,朱龙云.企业绩效考核管理机制的创新探讨.现代商业,2009,(20)
[19]温世杰.浅谈企业绩效考核过程中存在的问题及其对策.现代经济信息,2009, (11)
[20]魏文培.绩效考核指标如何与战略“挂钩”.中国人力资源开发,2008,(12)